AI Studio · Recruitment
Resume screening automation for recruiters
A single opening can bring hundreds of applications across Naukri, LinkedIn, referrals and your careers page. Recruiters spend their mornings opening each CV, checking it against the job description and copying details into the ATS. Finaley AI Studio takes over that first read. It applies the criteria your team writes for each role, prepares a shortlist with reasons, and leaves every hiring decision with your recruiters and hiring managers.
The first pass through applications takes the whole day
Resumes arrive in different formats from several portals, and many are duplicates of candidates already in your database. Each one has to be read for skills, years of experience, notice period, location and expected salary, then tagged in the ATS. When volume spikes, good profiles wait days for a reply and often accept another offer. Different recruiters also read the same JD differently, so shortlists for one role can look inconsistent from one week to the next.
How the automation runs
- 1
Gather applications
AI agentThe agent collects new applications from Naukri, LinkedIn, your careers inbox and the ATS, and merges duplicate profiles of the same candidate into one record.
- 2
Read each resume
AI agentIt extracts skills, employers, roles, education, notice period, current location and expected compensation, and marks any field that is missing or unclear.
- 3
Compare with the JD criteria
AI agentEach profile is checked only against the must-have and good-to-have criteria your team wrote for the role, with a short note explaining every match or gap.
- 4
Group into review buckets
AI agentCandidates are sorted into likely fit, possible fit and not matching, so recruiters can start with the strongest profiles instead of the newest ones.
- 5
Recruiter reviews the shortlist
Professional checkA recruiter reads the shortlist and the reasons behind it, moves candidates between buckets as they see fit, and decides who goes forward.
- 6
Update the ATS
AI agentApproved candidates are moved to the next stage in your ATS with tags and notes, and the recruiter's decisions are recorded against each profile.
Fits the portals and ATS your team already uses
Finaley works in your Naukri and LinkedIn recruiter accounts and in the ATS you run today, through the screens the way a recruiter would, or through an API where your ATS offers one. Your stages, tags and job codes stay the same. Recruiters keep working in familiar tools and simply find a cleaner, annotated pipeline each morning.
People make every hiring call
The automation never rejects or advances a candidate on its own. Shortlisting follows only the job criteria your team sets, and it does not consider age, gender, religion, caste, photos or other personal traits. A recruiter reviews every bucket, and any resume the agent cannot read confidently goes to a person instead of being filtered out.
What you get
- Same-day review of every new application
- Shortlists that explain why each candidate fits
- Duplicate profiles merged before anyone opens them
- Recruiters spending time on calls, not on sorting CVs
Questions
Does the automation decide who gets hired?
No. It prepares a shortlist with reasons, and your recruiters and hiring managers make every decision. They can override any grouping, and the record shows who moved each candidate and why, so accountability stays with your team rather than with the software.
How do you avoid bias in screening?
Shortlisting uses only the criteria your team writes for the role, such as skills, experience and location. Personal traits like age, gender or religion are not used. A recruiter reviews every bucket, and you can read the stated reason behind any match or gap at any time.
Which job portals can it work with?
It can work with Naukri, LinkedIn, your careers inbox and most ATS tools, using the accounts your team already has. It operates the screens the way a recruiter would, or uses an API where one exists. We confirm your exact setup during the build.
Can it handle resumes in different formats?
Yes. It reads PDF and Word resumes, portal profiles and scanned CVs. When it cannot read a field with confidence, such as a garbled date or missing employer, it flags the profile for a recruiter to check instead of guessing or quietly dropping the candidate.
How is it set up for a new role?
Your recruiter writes or confirms the must-have and good-to-have criteria from the JD. We test the automation on applications you have already screened for similar roles, and it goes live only once its shortlists match what your team would have chosen.
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Show us how your team does it.
Send a screen recording or book a call. We build it, test it on your past work, and only switch it on when the results match your team's.