AI Screened: Automate Resume Screening, Phone Interviews, and Structured Evaluations in Greenhouse

AI Screened for Greenhouse integrates an automated AI recruiter — called Ryan — as the first step in your interview flow. The integration performs instant resume screening, conducts interactive phone interviews, schedules and reschedules candidates, and pushes structured candidate reports back into Greenhouse so your hiring team sees actionable insights immediately. This article explains exactly how the integration works, which organizations benefit most, measurable outcomes you can expect, technical and compliance considerations, and practical implementation steps to get from pilot to scale.

At its core, AI Screened adds automation to the earliest, most time-consuming parts of hiring: screening resumes and screening calls. Ryan reviews resumes against job-specific criteria, conducts 24/7 interview calls that probe for skills and motivation, and generates objective evaluations covering experience, problem solving, communication and logistics. Because it ties directly into Greenhouse, screened candidates and interview reports become part of your existing ATS workflow — no manual CSV exports or separate tracking systems — which reduces context switching and speeds decision cycles.

Top recruiter benefits from adding AI Screened to Greenhouse

• Faster initial screening Ryan filters resumes instantly using criteria pulled from the job description and recruiter inputs, reducing early-stage review time from days to minutes.
• 24/7 interview capacity Automated phone interviews run outside standard hours, increasing throughput without adding recruiter headcount.
• Consistent, bias-reducing reports Every candidate receives a standardized evaluation across the same dimensions, which improves comparability and reduces variability in early screening.
• Automated scheduling and follow-up Ryan manages confirmations, reschedules and post-interview communications to reduce candidate drop-off and improve experience.
• Actionable candidate insights Screening reports summarize strengths, deficiencies and logistical constraints (e.g., availability, notice period), making shortlist decisions faster.

Who should consider this integration

• High-volume hiring teams Organizations recruiting for many entry-level or repeatable roles benefit from automating the first contact and resume triage.
• Distributed or global teams Teams hiring across time zones (APAC, EMEA, North America, South America) gain from 24/7 interviewing and scheduling.
• Small talent teams scaling quickly Companies with constrained recruiter bandwidth can extend capacity without proportionally increasing headcount.
• RPOs and staffing firms Recruitment outsourcers can screen and deliver shortlists to clients faster while maintaining standardized evaluation formats.
• Roles requiring objective first-pass filtering Positions where baseline qualifications and logistical fit are key (certifications, years of experience, notice period) are ideal for automated screening.

Manual screening vs AI Screened (Greenhouse integration)

How Ryan works technically: the system ingests resumes from Greenhouse and parses them into structured fields. Recruiters set screening rules derived from the job description — required skills, minimum experience, certifications, location and salary constraints. Ryan applies those rules to rank candidates and can trigger a phone interview automatically for those who meet the criteria. During calls Ryan uses scripted probes and adaptive follow-ups to assess experience, problem solving and communication. After each interview he generates a scored report and writes a concise summary that is attached to the candidate record in Greenhouse.

Implementation checklist for Greenhouse admins

• Map screening criteria Define key qualifications and thresholds for each job family so Ryan can apply consistent filters.
• Configure interview step Add AI Screened as the initial step in your Greenhouse workflow and set triggers for automatic progression.
• Authorize API access Grant the integration required permissions for candidate data, interview scheduling and reporting sync.
• Set communication templates Customize candidate-facing messaging (invite, reminder, follow-up) to reflect your employer brand.
• Pilot and calibrate Run a short pilot on a representative job to tune scoring thresholds and report format.

Common technical and compliance questions

Key metrics to track post-implementation include time-to-screen (time from application to shortlist), interviews scheduled per recruiter, interview-to-offer ratio, candidate no-show rates, and candidate experience scores. Tracking these before and after the integration provides a clear ROI picture and surfaces areas to calibrate the AI’s thresholds. Collect qualitative feedback from hiring managers too — faster shortlists are valuable only if shortlist quality meets expectations.

Typical outcome ranges after deploying AI Screened

Technical and compliance considerations before rollout

• Data residency and regional compliance Confirm where candidate audio and parsed data are stored and that storage meets local regulations for APAC, EMEA, North America, and South America.
• Candidate consent Ensure your application flow includes explicit consent for automated interviews and data processing.
• Auditability Keep logs and transcripts accessible for audit and for addressing candidate queries about decisions.
• Security Validate that the integration uses secure APIs, encryption at rest and in transit, and role-based access controls.

Best practices for maximizing value: start with a narrow pilot on a single job family, tune screening criteria based on hiring manager feedback, and review a sample of automated reports daily during the first two weeks. Use the integration to free recruiter time from administrative tasks so they can focus on high-value activities like candidate engagement and final-stage interviewing. Finally, treat the AI as a productivity tool that augments human decisions — keep an escalation path for borderline candidates to a recruiter for manual review.

Implementation timeline and resource questions