Skreen.aiYou set the hiring brief.
Skreen drives.
Your AI recruiter finds, screens, interviews & coordinates. You make the final call.
Example data. Names are made up.
Hiring shouldn't need a patchwork of tools and admin.
If your hiring still lives partly in inboxes and spreadsheets, you are not unusual. The problem is not a lack of recruitment software. It is that the software rarely runs the whole process.
of UK organisations surveyed do not use an applicant-tracking system.
recruitment technologies are used across the function on average.
Skreen workflow takes a role from brief through to hire.
Job boards, ATSs, CRMs, testing, screening and interview platforms: too often glued together with email and spreadsheets.
One process from job brief to employee. Skreen drives it forward.
Define the role
Have a chat with Skreen about what you need. It structures the role and creates the job.
Find candidates
Skreen sources candidates and brings them into the live pipeline.
Assess the evidence
Skreen screens CVs, runs assessments and continuously updates each candidate profile.
Interview intelligently
Skreen conducts AI interviews and prepares tailored packs for every human interview.
Keep everything moving
Skreen handles scheduling, communication, follow-ups and stage progression automatically.
Make the hire
Your team makes the decisions. Skreen keeps the evidence, people and process organised through to offer and hire.
You make the judgement calls. Skreen does the work between them.
From one brief to a live job.
Say it once. Skreen fills the job profile, reads your website, checks the market, writes the advert in your voice and takes it live.
You approve it. It goes live, and candidates start coming in.
Every interaction makes the next decision better.
Skreen does not just collect hiring data. It reasons across it. CVs, assessments and every AI or human interview feed one live candidate profile that changes as new evidence arrives.
- CV and work history
- Skills, aptitude and technical tests
- Personality assessments
- AI interview transcripts
- Human interview transcripts
One view of what is known, what changed and what still needs evidence.
- Revised suitability score
- What changed, and why
- Evidence gaps and uncertainties
- Tailored interview pack
- What this manager should ask next
Skreen keeps the process moving.
The admin around hiring is often as time-consuming as the evaluation itself. Skreen handles the coordination so recruiters and managers can spend their time where judgement is actually needed.
of talent-team time at large US employers is reported to go on interview scheduling: almost two working days in five.
Communication
Candidate and team messages move with the workflow.
Scheduling
Calendars and multi-party coordination without the back-and-forth.
Follow-up
Reminders, next steps and stage progression happen automatically.
Handovers
Nothing gets lost between recruiters, managers, interviewers or time zones.
A hiring workspace people already know how to use.
Recruiters and hiring managers see a familiar Kanban workflow. Underneath, Skreen's AI-native architecture handles sourcing, reasoning, interviewing, assessments and coordination, and can absorb better AI as the frontier advances.
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Familiar workflow.Cards, stages and decisions are visible without forcing teams to learn a new operating model.
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AI where the work happens.Not a chatbot bolted onto an ATS: the AI is inside the workflow itself.
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Built to keep improving.Better reasoning, voice, context and tool use can quietly improve the hiring process over time.
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Visual or conversational.Use the board directly, or increasingly ask Skreen to act through natural language.
Used on live hiring in the UK and US.
Early teams are using Skreen across engineering, sales, marketing and senior roles, with the same workflow carrying candidates, recruiters and hiring managers through the process.
“Skreen helped us hire a UK engineer and a US salesperson without running two disconnected processes. The orchestration was the standout.”
“Skreen screened properly across the whole field and surfaced stronger shortlists much faster.”
One early customer avoided planned in-house HR hires after seeing how much recruitment workload Skreen removed.
Your next hire shouldn't need ten tools.
Give Skreen the job and keep the whole process in one place, from finding candidates to making the final decision.
Figures shown: CIPD Resourcing and talent planning report 2026; Aptitude Research Talent Acquisition Technology Buyer's Guide 2023; GoodTime 2026 Hiring Insights Report.