Your resume mentions scaling the order service. What broke first when traffic doubled, and what did you change?
The Postgres connection pool saturated first. We added PgBouncer, then split reads onto a replica and moved sessions to Redis…
Every score opens onto the transcript and video it came from.
Where screening breaks at volume
Volume beats attention
Two hundred applications is roughly thirteen hours of honest reading. It never gets thirteen hours.
Knockout questions screen for compliance
'Do you have 5+ years of X?' is answered yes by everyone who wants the job. It filters honesty, not capability.
Speed decides who you get
The strongest candidates are usually in three processes. Whoever gets to a real conversation first tends to win them.
How Career1 does it
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01
Post the role
Type a job title and Career1 drafts the description, or dictate it, or upload the JD you already have. You choose what the application form asks for — phone, city, and any screening questions of your own.
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02
Everyone gets interviewed
Every applicant, not a filtered subset, gets a link to a spoken interview they can take at 2am on a phone. It asks about their actual experience, follows up when an answer is thin, and runs about eight minutes.
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03
Read a ranked shortlist
You get a match score, the verified strengths, the risks, a hire recommendation, and the full transcript and video behind every claim. The evidence ships with the score, so you can check the reasoning instead of trusting it.
What automated screening should still get right
- Nobody is skipped
- Every applicant is interviewed, including the ones who applied at 3am on day nine.
- Screening finishes overnight
- Applicants interview when they apply, so the shortlist keeps pace with the inflow instead of falling a week behind it.
- Your questions, not just ours
- Add your own screening questions to the application form — required or optional, free text, dropdown, or yes/no.
- A human makes the call
- The output is a ranked shortlist with evidence. Who advances is still your decision.
Questions people ask
What is automated candidate screening?
Using software to do the first-pass assessment of applicants rather than reading every application by hand. Career1's version runs a short spoken interview with each applicant and produces a scored, ranked shortlist with the transcript and video attached.
How fast is automated screening?
Candidates interview as soon as they apply and the report is ready when they finish, so screening runs at the speed people apply rather than the speed your team can read.
Can I add my own screening questions?
Yes. Each job has its own application form — you decide whether to ask for phone and city, and you can add your own questions as short text, paragraph, dropdown, yes/no, number or link, each required or optional.
Also hiring for
Start with two candidates, free
Post a role, send the link, and read the first scored report tonight. No card, and nothing for your candidates to pay or install.
Vet your first candidates free