Talent Acquisition
AI Resume Screening for BambooHR
Screens applications against role criteria and produces reviewer shortlists, connected natively to BambooHR so it reads applicants and job openings in BambooHR's…
Talent Acquisition
AI Resume Screening
Every application extracted and scored against your role criteria, into a shortlist your reviewer signs off.
When a job ad brings in more applications than anyone can read closely, strong candidates get skimmed or wait too long for a reply. AI Resume Screening pulls the key details from every resume and scores them against the criteria you wrote for the role. Your reviewer gets a ranked shortlist with the evidence beside each score, and every hiring decision stays with your team.
- Every application scored against the same written role criteria
- Ranked shortlist with extracted evidence for your reviewer
- Borderline candidates queued for a person, never auto-rejected
$3,900
20–30 working days
Optional maintenance $249/mo
What it is
AI Resume Screening extracts candidate data from every application and scores it against your role criteria, producing a ranked shortlist for a reviewer to approve. It never makes the hiring decision itself. It works through an email inbox or upload folder.
Why businesses buy it
When applications pile up, good candidates wait days for a reply or get skimmed in seconds, and the best ones accept other offers first. Screening by hand also drifts, because two reviewers judge the same resume differently. This build reads every application the same way, against criteria you agreed, and hands your reviewer a ranked list with the reasons attached. The Scope Card spells out the intake route, document types, fields and testing before you order, so you know exactly what you are getting and where a person stays in charge.
Problems this solves
Hundreds of applications arrive and good candidates get missed
Every application in your inbox or upload folder is read and scored against your role criteria. Nobody has to skim a pile at speed and hope they caught the strongest people.
Different reviewers screen the same role in different ways
Each application is scored against the same criteria, producing a ranked shortlist. Reviewers approve from a consistent starting point, and the tool never makes the hiring decision itself.
Candidate details are copied by hand into the next system
Candidate data is extracted into up to 25 fields per document type and sent to your destination system. Validation rules check each field, and unclear ones go to a review queue.
A good fit if
A single job posting brings in more applications than your team can read closely.
You already have written role criteria, such as required experience, skills or qualifications, to score against.
You want extracted candidate data and a ranked shortlist, not just a pass or fail stamp with no detail.
You already use an ATS or HRIS like Greenhouse, Lever, Workable or BambooHR you can connect as the destination.
Not the right fit if
You need candidates actively found and contacted, not just inbound applications screened. See AI Candidate Sourcing.
You need interview times coordinated across candidates and panels, not applications screened. See AI Interview Scheduling.
You need interview notes or recordings analyzed for signal, not resumes. See AI Interview Intelligence.
You need more than three document types or more than 25 fields extracted per type. Add a note at checkout for a Change Quote.
You want the AI to advance or reject candidates by itself. A person on your team makes every decision here, by design.
How it works
- You provide sample resumes. At least 20 real applications, redacted if needed, up to three document types such as resumes, cover letters or references, train the extraction.
- You define the criteria. The required skills, experience and qualifications for the role, plus up to 25 fields to extract, are agreed during intake.
- Applications arrive through one intake route. Your existing application email inbox or upload folder, so candidates apply exactly as they do today.
- Each resume is extracted and scored. Fields such as years of experience, named skills and qualifications are pulled out and checked against your role criteria.
- Low-confidence or borderline candidates go to a person. Anything the screening is not confident about is queued for your named reviewer, never auto-rejected.
- You get a ranked shortlist, not a decision. The reviewer sees extracted data and a score per candidate and makes the actual hiring call, tested against 100 sample documents before launch.
What you provide within 72 hours
Your portal lists these the moment you order. Delivery starts the working day after everything is in and your access is checked.
- At least 20 real sample resumes or applications, redacted if needed, up to three document types.
- Your role descriptions and the criteria to score candidates against.
- Access to the ATS or HRIS you want extracted data sent to.
- The person who reviews low-confidence or borderline candidates.
- Admin access and API keys for every connected system, shared by adding our team as a user or creating a key you control, never by email.
- Your business information (company basics, hours and brand voice), shared during intake.
- One decision-maker who can approve the scoring criteria and field list.
- An API key for your own AI model account (for example OpenAI or Google Gemini), created for this build with a spending limit.
The 72-hour rule. Send everything on your checklist, including access, within 72 hours of ordering so your build starts on time.
Timeline
Start
Intake verified and role criteria confirmed.
Weeks 1–2
Extraction and scoring built and trained on your sample resumes.
Week 3
ATS or HRIS connection and reviewer queue configured.
Weeks 3–4
100 sample documents processed, with an accuracy report sent to you.
Week 4
Your review and two rounds of changes to scoring and criteria.
Go-live
Live, recorded handoff session held, and 30 days of support begins.
| Option | Delivery time | Price |
|---|---|---|
| Standard | 20–30 working days | $3,900 |
| Express | 15–25 working days | $4,600 |
| Rush | 10–20 working days | $5,250 |
What you receive at handover
- AI Resume Screening running on one intake route (email inbox or upload folder)
- Your role criteria set up as scoring rules, producing ranked shortlists
- Extraction for up to three document types, with validation rules and a human review queue
- Connection to your agreed source and destination systems
- Test report with an accuracy report from 100 sample documents
- Admin guide, recorded handoff session and 30 days of post-launch support
Expected benefits and how to measure them
- Can shorten the time from closing date to shortlist
- Helps every role get screened against the same criteria
- Makes it easier to show why each candidate was shortlisted
- Time from application to shortlist
- Compare the average days from application to shortlist for roles filled before launch and after.
- Reviewer hours per role
- Ask reviewers to log screening time for a role before launch, then for a similar role after.
- Shortlisted candidates who reach interview
- Track how many shortlisted candidates the hiring manager agrees to interview, before and after launch.
Before you start: Pick two recent roles and record applications received, screening time and time to shortlist.
These are things to track, not promised results. Outcomes depend on your data, your team and your market.
Running costs
The build is paid once. Running it afterwards costs roughly $30 to $200 a month depending on page volume, covering OCR and AI model usage plus storage, billed directly in your own accounts. Build and test usage follows the same rule, so every provider relationship stays yours.
Ask about running costsCustom requirements
If you need a fourth document type or more than 25 fields per type, add a note at checkout. You get a written Change Quote before any extra work starts. Larger or bespoke projects use the Custom AI request form.
Request a custom versionKeep it running
Monthly maintenance covers monitoring, fixes and a monthly allowance of change hours, enough to update scoring criteria for a new role or adjust a field as your application form changes. It starts after the 30 days of included support.
$249/mo (the minimum fee, includes 2 change hours)
Optional. Starts after the post-launch support period. Cancel any month.
How maintenance worksHow this compares
| Do it yourself with a SaaS tool | Hire a custom agency | Upmark Labs | |
|---|---|---|---|
| Price | An ATS screening add-on charges a monthly fee per open role or per user seat | A custom screening build is quoted after discovery calls | Ours is one fixed price, shown on this page before you buy |
| Scope | A generic screening tool ships default criteria you must rebuild for your role | An agency agrees scope as the project develops | Ours is trained on your own criteria and sample resumes |
| Delivery | Self-serve screening tools still take weeks of criteria configuration | An agency project usually runs several weeks, set per project | Ours has a fixed delivery time shown before you buy, with faster options |
| Who decides | Some tools auto-reject candidates below a score with no review step | An agency build depends on what was specified | Ours always queues the shortlist for your reviewer to decide |
Questions about this product
Does AI Resume Screening make the hiring decision?
No. It extracts candidate data and scores each application against your role criteria, then produces a ranked shortlist for a reviewer to approve. The final hiring decision always stays with your team. This is a deliberate limit, not an add-on you can remove, and it is stated in the scope before you buy.
How is AI Resume Screening different from AI Candidate Sourcing?
Candidate Sourcing goes looking for people who have not applied yet, summarizes their fit and sends outreach inside your approval rules. Resume Screening works on the inbound applications you already receive, extracting the details and scoring them against your role criteria. Many hiring teams use Sourcing to fill the pipeline and Screening to sort what comes in. Each has its own fixed scope, and each price is shown on its own page.
What document types can it process?
Up to three document types per build, commonly resumes, cover letters and reference documents, each with up to 25 fields extracted. You provide at least 20 real sample applications so scoring is trained on your actual role criteria and candidate pool, not a generic template.
How much does AI Resume Screening cost to run each month?
Roughly $30 to $200 a month depending on page volume, covering OCR and AI model usage plus storage, paid directly in your own accounts. Volume-heavy hiring periods sit toward the top of that range. There is no separate ongoing platform fee from Upmark Labs beyond the one-time build price.
How accurate is the scoring before we rely on it?
We run 100 of your sample resumes through the screening before launch and send an accuracy report, so you see real scoring performance against your criteria before live candidates are processed. Two rounds of changes let you adjust the criteria weighting if the report shows a mismatch.
Is candidate data handled securely?
Yes. Access credentials for your ATS or HRIS are shared by adding our team as a user or creating a key you control, never sent by email, and sample resumes can be redacted before you send them. Extracted data goes only to the destination system you named. Data retention and deletion configuration is available as an add-on if your hiring policy requires it.
Can we update the role criteria for a new opening?
Yes. Updating scoring criteria for a new role, or adjusting an extracted field, fits inside the monthly change hours of maintenance, so a new posting does not mean starting the build over. A larger structural change, such as a fourth document type, is quoted separately as a Change Quote before that work starts.
Who handles hiring-law duties such as bias audits?
Your company does, as the employer. A person on your team makes every advance or reject decision. The AI score is stored next to that decision in your ATS or HRIS, so both can be reviewed later. Duties under laws such as New York City Local Law 144 or the EU AI Act stay with you. This page is not legal advice.
Get a ranked shortlist, not a pile of PDFs.
Order AI Resume Screening and every application is scored against your criteria, live on a fixed delivery date.
Works well with
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