Automated Resume Screening, Conversational Screens, and Skill Assessments: Pilot Guide to Interview Scheduling and KPIs

This guide explains how Maki’s autonomous AI agents integrate with Greenhouse to automate screening, interviewing, scheduling and talent management. It covers how the core Maki modules (Shiro, Mochi, Ken, Kumi, Riku) map into an ATS-driven hiring workflow and which teams get the most value.

You’ll find concrete use cases, a technical checklist for implementation, measurable KPIs to track, and recommended pilot steps. The goal is to give talent leaders and technical owners a practical playbook for deciding whether to deploy Maki inside Greenhouse and how to measure impact.

Core capabilities Maki adds to Greenhouse

• Automated quantitative screening (Shiro) Short, science-backed assessments that replace initial resume triage and generate predictive scores for key skills.
• Conversational screening (Mochi) 24/7 adaptive chat and voice screens that capture motivation, communication, and behavioral fit in a structured format.
• Deep skill assessment (Ken) Modular, long-form assessments covering 300+ specific skills to validate shortlists before interviews.
• Interview scheduling (Kumi) Automated calendar orchestration that syncs Greenhouse stages, interviewers, video links and candidate availability.
• Talent lifecycle and mobility (Riku, early access) A unified skills framework for internal mobility, retention signals and career-path recommendations linked back to Greenhouse profiles.

Maki modules: quick reference

Who needs this integration? Maki + Greenhouse is most valuable to recruiting teams that face high volume and repetitive screening tasks, technical hiring teams that require reliable skill validation, and centralized talent operations teams that must reduce time-to-interview and increase data-driven hiring decisions. Typical buyers include senior recruiters, talent operations, hiring managers and technical leads in companies from 1,000 to 10,000+ employees.

Concrete use cases where the integration delivers immediate value

• High-volume early funnel Replace manual resume scans with Shiro assessments to shortlist only candidates who meet core skill thresholds.
• Distributed interview teams Use Mochi to standardize screening inputs so remote interviewers receive consistent, structured candidate reports.
• Technical validation before onsite Run Ken assessments after Shiro to reduce false positives and avoid wasting synchronous interview time.
• Faster scheduling Leverage Kumi to cut coordination time and missed interviews by syncing calendars and automating reminders.
• Internal mobility programs Pilot Riku to build a skills inventory and surface internal candidates in Greenhouse for open roles.

Technical prerequisites and integration points: Maki integrates with Greenhouse via API access and webhooks. Implementation typically requires Greenhouse API keys, a service account with appropriate permissions, mapping of custom fields (skill scores, assessment results), and a plan for candidate invitation flows. Teams should identify a staging environment and a data retention policy before going live.

Typical implementation timeline and key tasks

Security and privacy considerations: Maki publishes a privacy policy and supports multi-region deployments (APAC, EMEA, North America, South America). Evaluate data residency requirements, encryption-at-rest and in-transit, API audit logs and role-based access. Confirm how long assessment and conversational data are retained and whether anonymized analytics can be exported to your data warehouse.

KPIs to track after integrating Maki with Greenhouse

• Time-to-first-interview Median hours from application to scheduled first interview — should decline once screening and scheduling are automated.
• Qualified applicant ratio Percentage of applicants who reach interview stage after Shiro/Mochi — indicates assessment precision.
• Interview-to-offer conversion Tracks whether assessment shortlists improve downstream hiring outcomes.
• Recruiter hours saved Estimate weekly hours reclaimed from manual screening and scheduling tasks.
• Candidate completion rate Percentage of invited candidates who complete Shiro or Mochi screens — informs candidate experience tuning.

Frequently asked questions

Cost considerations: Maki does not charge a partner implementation fee in the typical listings, but pricing can vary by modules and volume. Budget for initial configuration, possible custom field work in Greenhouse, and the internal resource time for pilot management. Factor in the productivity savings from reduced screening and scheduling when running ROI models.

Quick evaluation checklist before you buy

• Define success metrics Agree on KPIs (time-to-interview, qualified applicant ratio, recruiter hours saved) before starting a demo.
• Map Greenhouse stages Document exactly where Shiro, Mochi, Ken and Kumi will appear in your pipeline and how fields will be populated.
• Security review Confirm data residency, encryption, retention policy and required compliance certifications.
• Pilot scope Select 1–3 roles with predictable volume for a 4–6 week pilot to validate thresholds and candidate experience.
• Reporting plan Decide how assessment data will be reported back to talent operations and how it integrates with your dashboards.

Best practices for pilot and scale: Start small, use objective role-based thresholds for Shiro, parallel Ken for validation, and monitor candidate dropout rates closely. Train recruiters and hiring managers on how to interpret AI-derived scores and standardized Mochi transcripts. When scaling, automate stage transitions and alerts so the automation reliably drives decisioning rather than adding extra steps.

Sample applicant journey with Maki + Greenhouse

Conclusion: Maki’s integration with Greenhouse centralizes assessment, conversational screening and scheduling into the ATS workflow, reducing manual work and enriching Greenhouse with structured, actionable talent data. A disciplined pilot that validates prediction thresholds and tracks core KPIs is the most reliable path to realizing time savings and improved resume-to-hire accuracy.