Automate resume screening
Unstract reads every resume as it arrives, checks the candidate against the must-haves you write for the job, and puts a structured profile and a shortlist in your ATS. A recruiter decides every borderline match and every rejection.
Trusted by HR and payroll teams around the globe
Resumes pile up faster than recruiters can read them
One open job draws resumes from the ATS, two job boards and the recruiting inbox, each in its own layout. A recruiter opens every one to find the certification, count the years and check the city, and strong candidates wait at the bottom of the pile.
Profiles typed into the ATS one resume at a time
A scanned resume with a stamp across the work dates
A must-have that the resume dates only nearly meet
A referral sent to a manager, forwarded to recruiting late
The same candidate in the ATS twice, from two job boards
Every resume has to be read against the job's must-haves and typed into the ATS before a recruiter can compare one candidate with another.
Unstract parses each resume as it arrives, checks it against the must-haves you wrote with the resume line behind each one, and posts a structured profile to your ATS or HRIS. A recruiter decides every borderline match and every rejection.
From the recruiting inbox to the ATS, without the keying
Five steps, run on their own for every resume. Parsing by LLMWhisperer, extraction by Document Studio, the whole run by Flow.
Pick up applications wherever they land
Resumes and cover letters arrive through your ATS, job boards and the recruiting inbox, as PDFs and Word files in every layout. Each one is picked up where it lands and tied to its requisition, one record per application.
A referral sitting in a manager's inbox joins the same queue as every other applicant.
Read every resume, then pull the work history that matters
LLMWhisperer reads each resume as text with its layout kept, so a two-column design or a scanned page keeps its dates next to the right job. Document Studio extracts the fields you defined: contact details, work history with dates, titles and employers, education, certifications and skills.
The same field definitions run on every resume, whatever template the candidate used.
Check each candidate against the must-haves you wrote
Each candidate is checked against the job's must-haves, required certifications, years of experience, location, with the line of the resume that shows each one. The check reads what the resume says and nothing else: no personality score, no ranking by personal traits, and no guess at age, gender, ethnicity or any other protected characteristic.
A candidate who meets every must-have moves on. A near miss stops with the resume line beside the rule.
Send every rejection and borderline match to a recruiter
Candidates who meet the must-haves are shortlisted, and borderline ones stop for a recruiter, along with any resume missing the information a must-have needs. No one is rejected without a person seeing it. The recruiter sees the must-have, the resume line and the candidate's record already in the ATS, and makes the call.
People make every hiring decision. Each one is recorded with the recruiter who made it.
Post profiles and the shortlist where recruiters already work
Structured profiles and the shortlist go back into your ATS, such as Greenhouse or Workday Recruiting, so recruiters search and filter instead of reading every resume. Each profile carries the must-haves it was checked against, the resume line behind each one and the recruiter who decided.
Every screening decision can be traced back to a rule, a line and a person.
See it screen one open job's applicants.
Bring the resumes for one requisition and the must-haves you hire against. We screen them together and show the resume line behind every match and every hold.
Everything that arrives with an application
Documents
- Resumes
- Cover letters
- Applications
- Candidate records already in your ATS
Fields captured
Our agents are extroverts.
Cloud storage like S3, Google Drive, Dropbox and Box. Databases and warehouses like Snowflake, BigQuery, Postgres and SQL Server. Accounting, ERP and CRM systems like QuickBooks, Xero, SAP, NetSuite, Salesforce and HubSpot. Project trackers like Jira, Asana, ClickUp and Linear. And anything with an API.
Live on one open job first
No big-bang cutover. The run is built on your own resumes and the must-haves your recruiters already use, and proven on one requisition before it covers the rest.
Book a consultation
We go through one open job with you: where its applications arrive, the must-haves it is screened against, and who decides the borderline candidates today.
Built on your documents
The fields, the must-have checks and the connection to your ATS are set up on real resumes from your own applicants, not samples.
Pilot on one job, then roll out
One requisition runs live first. When your recruiters trust the shortlists, other jobs follow, each with the must-haves its hiring manager writes.
Built for the teams that fill open jobs
A shortlist in your ATS or HRIS the day applications arrive, with the resume line behind every must-have, so recruiters spend their hours with candidates instead of reading.
Resume screening software that checks each candidate against every client's own must-haves and catches people already in your ATS before they are submitted twice.
One screening run per client, each with its own requisitions, its own ATS and a record of the recruiter who decided every candidate.
Clean candidate profiles in the ATS, and a record of every must-have, resume line and decision ready for the day someone asks how a candidate was screened.
Shortlists in minutes, with a recruiter on every decision
Candidate data handled with care, and people on every decision
A resume carries a candidate's name, home address, phone number and full work history, and every screening decision has to stand up when a candidate or a hiring manager asks why.
- Encrypted in transit and at rest.
- Resumes and candidate data are never used to train models.
- Checks only the must-haves you write, from what the resume says. No personality scores, no ranking by personal traits, and no inference of age, gender, ethnicity or other protected characteristics.
- Access by role and requisition, with every must-have, resume line and recruiter decision recorded against the candidate.
- Retention you set: resumes and candidate records are deleted on the schedule you choose.
- Self-hosted deployment for employers who keep candidate data inside their own environment.
What recruiting leads ask before they start
A fully automated screen decides on its own who moves forward. A human-in-the-loop workflow lets the automation do the reading and the must-have checks, and hands every decision that matters to a person. Unstract works the second way: candidates who meet every must-have are shortlisted, and every borderline match and every rejection goes to a recruiter. No one is rejected without a person seeing it.
No. People make every hiring decision. Unstract reads each resume, checks it against the must-haves you wrote and shows the resume line behind each result. A recruiter shortlists, holds or turns down the candidate, and that decision is recorded with the recruiter's name.
Only the must-haves the employer writes for the job, such as a required certification, years of experience or location, plus candidates already in your ATS so nobody is entered twice. Unstract does not score personality, rank people by personal traits, or infer age, gender, ethnicity or any other protected characteristic. It reads what the resume says.
Yes. Every decision is traceable: the must-have it was checked against, the resume line that showed it or failed to, and the recruiter who decided. The record stays with the candidate's profile in your ATS.
Write the must-haves for each job yourself and let a recruiter decide everything the rules can't settle. Unstract handles the reading, the checks and the typing into the ATS. Your team keeps every judgement, and you can change a job's must-haves at any time.
Unstract parses resumes and cover letters in every layout, checks them against your must-haves with the resume line behind each one, and posts structured profiles and the shortlist into the ATS you already run, such as Greenhouse or Workday Recruiting. It works next to the candidate screening software you have, and it never rejects a candidate on its own.
Resumes and CVs as PDFs and Word files in every layout, cover letters and applications, whether they arrive through your ATS, a job board or the recruiting inbox. Candidate records already in your ATS are used to catch duplicates.
The employer. You decide which must-haves a job uses and your recruiters make every decision, so your hiring process stays yours to run and to answer for. Unstract gives you the record to support it: each must-have, the resume line and the recruiter who decided.
No. Unstract is SOC 2, ISO 27001, GDPR and HIPAA compliant. Resumes are encrypted in transit and at rest, never used to train models, and kept only as long as you choose. Self-hosted deployment keeps candidate data inside your own environment; see the Trust Center.
Bring one open job's resumes to the consultation
The resumes for one requisition, scans and Word files included, and the must-haves you hire against. We screen them together and show the resume line behind every shortlisted and held candidate.