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Résumé screening that checks whether the résumé is true

Parsing a CV tells you what someone typed. Career1 reads it, then asks them about it, and scores the difference between what the document says and what they can explain.

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Ended Senior Backend Engineer · Jordan C. 05:10
Scorecard 3 of 3 signals
  • System design 86
  • Depth under follow-up 92
  • Ownership 84
Overall
87
Scoring as it listens
Hire recommended

For your interview: ask how they handled replica lag for reads straight after writes.

Example Career1 interview with a fictional candidate for a Senior Backend Engineer role. Career1 at 02:06: Your resume says you scaled the order service at Brightcart. What broke first when traffic doubled? Jordan at 02:30: The Postgres connection pool. Every request opened its own connection, so at peak we hit the limit and requests queued. We put PgBouncer in front and moved reads to a replica. Career1 at 03:09: Why PgBouncer, rather than just raising max_connections? Jordan at 03:27: Each Postgres connection is a separate process with its own memory. Raising the limit would have swapped queueing for memory pressure on the primary. Pooling kept it to about forty real connections. Career1 at 04:10: Who owned the incident when the pool saturated? Jordan at 04:25: I did. I was on call, I wrote the postmortem, and I added the pool-saturation alert the team still uses. Scorecard: System design 86, Named the bottleneck and two fixes, in order. Depth under follow-up 92, Defended the choice with the actual trade-off. Ownership 84, On call, wrote the postmortem, shipped the alert. Overall 87, hire recommended.

An example interview with a fictional candidate. Each score links to the answer it came from.

Want the full version? See a sample report with every section, the scores and the whole transcript, for a fictional applicant.

The limits of parsing a document

Keyword matching rewards the wrong people

The candidate who studied your job ad and mirrored its phrasing outranks the one who did the work but described it in their own words.

Titles don't transfer

'Senior Engineer' means something different at a four-person startup and a bank. Nothing in the document tells you which one you're reading.

Formatting decides careers

Two columns, a photo, an unusual date format. Plenty of parsers quietly mangle these, and a person who would have been excellent is scored on garbage.

How Career1 does it

  1. 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.

  2. 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.

  3. 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 gets verified beyond the document

Claimed skills
Every technology on the CV is fair game for a question about how they actually used it.
Scope of the work
Whether 'built the platform' means alone over two years or as one of thirty people for a quarter.
Recency
Something listed from six years ago and never touched since is a different asset from something used last month.
Gaps, without prejudice
The interview asks about the timeline rather than assuming the worst about a break.

Questions people ask

What is résumé screening software?

Traditionally, software that parses CVs and ranks them by keyword match against a job description. Career1 does that reading step and then goes further: it interviews every applicant about what they claimed, so the ranking is based on answers, not on how the document was written.

Can AI résumé screening be biased?

Any ranking system can be. Career1's mitigation is that the score is built from a structured interview every applicant gets, scored on the same criteria, with the full transcript and video attached so your team can audit any individual decision instead of taking a number on trust.

How many résumés can it screen?

There is no queue: applicants are interviewed as they apply, in parallel. Your plan sets how many candidates you vet each month, starting with a free allowance and no card.

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