Qualify candidates the moment they apply. Phenom X+ Screening evaluates every candidate equally through text, voice, video, and case studies before anyone picks up a phone.
Most screening tells you almost nothing. A pre-screening questionnaire confirms a candidate can check boxes. A phone screen captures what one recruiter heard, in one format, with no record anyone else can review. That thin signal decides who advances. Hiring managers spend interview hours on the wrong people while stronger candidates sit in the same queue.
Recruiters build a questionnaire in minutes, with AI suggesting role-specific questions from the job description. Candidates answer in the format that reveals the most, text with knock-out and scoring for the basics, voice or one-way video for depth, timed case studies for real work. Responses return to the Talent CRM with transcripts, summaries, and insights, so the team reviews all the same evidence.
Text questions confirm the basics fast. Audio lets you hear the person behind the application. Video adds what no form can carry like how they think, and how they'd show up in front of a customer. Case studies go even deeper by putting the actual work in their hands. X+ Screening gives you every lens in one place, and hiring automation runs it all, so a deeper look at every candidate costs nothing in speed.
A phone screen lives in one recruiter's notes. Every X+ Screening leaves a transcript, a score, and a record the whole team can review and defend.
Video interview tools pull candidates out of the apply and recruiters out of their system. X+ Screening runs in the apply and lands in the Talent CRM.
Questionnaires collect answers. X+ Screening Case studies collect work: a real analysis, a real objection, scored before anyone books an interview.
See more of every candidate. Move the right people forward.
Frontline hiring fails on logistics before it gets to judgment. Knock-out and scored questions catch the basics like availability, location, experience, and licensure at apply. Candidates who clear the basics record audio answers at midnight after a shift instead of trading voicemails for a week. Automations assign, remind, and advance candidates, so the funnel runs while the team sleeps.
Knock-out and scored questions on the basics like availability, location, and experience.
Audio responses are recorded on the candidate's schedule, reviewed on yours.
Auto assignments and reminders keep the funnel moving without any chasing.
Two recruiters running screens are running two different processes. X+ Screening puts the same role-specific questions in front of every candidate. The questions are generated by AI directly from the job description and reviewed by the recruiter first. Transcripts and summaries let a hiring manager review twelve candidates in the time one phone screen took before and holds all of them to the same bar.
AI-generated questions from the job description, reviewed by recruiters.
Transcripts and summaries for every response.
Insights across the whole questionnaire that are built for human review.
Some roles need more than answers to questions. Case studies put real work in front of the candidate. An analyst candidate works an actual analysis. A sales candidate handles an actual objection. Formats mix in one questionnaire and return one scored picture, for entry-level roles where the resume says almost nothing.
Case studies from real work: embedded files, timed questions, scored responses.
Text, audio, video, and case studies mixed in one questionnaire per role.
Best for entry-level professional roles: analysts, sales, project managers.
A screen that ends in a folder of recordings helps no one through the hiring process. Every answer a candidate gives adds to a picture the whole hiring team works from: the recruiter reviewing the shortlist, the interviewer deciding what still needs asking, the calendar booking the next step.
Runs inside Talent CRM, so every response, transcript, and score lands where recruiters work. Interview Intelligence carries the same rigor into the live round, and Automated Interview Scheduling books what follows.
AI suggests role-specific questions recruiters review and edit, transcribes audio and video responses with summaries, and builds insights across every response. The AI suggests and can act; people always decide.
Personal information is masked before it reaches the AI, and data stays encrypted in transit. Retention follows the policy you configure, admins choose which AI capabilities run, and original recordings stay available.
467hours
returned to recruiters by screening automation
8k
hiring manager hours saved in one hiring push
4,500
candidates screened in the first month live
Our finance team is happy with the savings. We've driven out a lot of manual processes and additional systems.
We ended up hiring more than a thousand people and saved an estimated 8,000 hours on the hiring manager side.
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