Keep your ATS. Replace the phone screen.
If you already have a system that tracks applications, you don't need another one. What you probably do need is a way through the eighty people who applied on Monday — without eighty phone calls, and without one person deciding alone. RecruitScreen does that stage, and leaves the rest of your hiring exactly where it is.
Stays in your ATS
- The job ad and where you posted it
- The application record and its history
- Offers, contracts and onboarding
- Compliance documents and reporting
Moves to RecruitScreen
- The first round, for every applicant instead of a chosen few
- The same questions asked the same way, so answers compare
- Your whole team reviewing, without a second meeting
- A shortlist your ATS never had to be involved in
What RecruitScreen deliberately isn't
It isn't an applicant tracking system, it isn't job advertising, and it isn't candidate sourcing. It occupies the gap between an application landing and an interview being worth booking — the stage most tools skip and most teams handle with a phone and a notepad. Being narrow is the point: there is nothing to migrate, nothing to configure for weeks, and no reason to argue with whoever owns your existing system.
RecruitScreen currently operates as a separate screening step. Native ATS integrations are not available.
Getting results out again
Most teams don't need an integration at all — they shortlist in RecruitScreen and carry three names back to the system they already use. When you do want it automated, CSV export is available on every plan including Free, and Professional and Enterprise add a REST API and signed outbound webhooks so a shortlist or a stage change can be pushed somewhere else as it happens. Developer documentation lives at docs.recruitscreen.app.
Where the recordings live
Candidate recordings, transcripts and profile data are stored in Sydney, Australia. Video assembly and transcript generation run transiently on secure infrastructure in Singapore; candidate content is never stored at rest outside Australia. Transcripts are generated on infrastructure we run ourselves — recordings are never sent to third-party AI services, and never used to train shared models. There is no AI scoring or ranking of candidates: your reviewers decide. If a candidate video is the most personal thing your hiring process touches, it's worth knowing which country it sits in — the data residency page covers that in full.
The questions people actually ask
Do I have to replace my ATS? +
No. RecruitScreen does one stage of hiring: the first round, after applications arrive and before you interview. Your ATS stays where it is, holding the record. Nothing needs migrating.
How do candidates get from my ATS into RecruitScreen? +
You share one link. Candidates record their answers in a browser — no app, no account. There is nothing to import, because RecruitScreen does not need your candidate list to work.
How do results get back out? +
CSV export is on every plan, including Free. On Professional and Enterprise there is also a REST API and signed outbound webhooks, so a shortlist or a stage change can be pushed into another system automatically. Developer docs are at docs.recruitscreen.app.
Does it work with SEEK? +
Yes, in the sense that matters: SEEK brings you applicants, and RecruitScreen is what you do with them next. They solve different problems and do not overlap.
What if we do not have an ATS at all? +
That works too. RecruitScreen has a built-in pipeline from applied to hired, with ratings, tags and comments, so a team running hiring out of a shared inbox and a spreadsheet can use it on its own.
Change one stage, not your whole system
Free forever — one live campaign at a time, up to 25 candidates, 2 team members, transcripts and the Screening Playbook included. No credit card, no expiry.
Start for free