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Quickly identify and evaluate top job candidates with pre-screening questions, role-specific assessments, and role scorecards.
Pre-screening questions and hiring automations help you quickly identify which candidates to prioritize without wasting your team’s time.
Make sure your hires meet role-specific requirements using our built-in assessment library, creating custom assessments, or working with one of our trusted partners.
Role-specific scorecards empower your managers to consistently compare strengths and weaknesses so you make the right hires no matter who’s interviewing.
Find out how we can help your business grow.
Applicant screening software filters and ranks candidates so you spend interview time on the strongest few, not the full stack. CareerPlug handles three layers: pre-screening questions (knockouts and qualifiers built into the application), role-specific assessments (skill and culture fit), and interview scorecards (consistent evaluation across your hiring team). You set the criteria once per role, and the system sorts applicants automatically as they come in — inside minutes of submission, not after a weekend of manual review.
Scorecards are the part most operators underestimate. Without them, every manager evaluates candidates differently — some weight experience, some weight personality, some go with their gut. With a structured scorecard built for the role, every interviewer evaluates on the same criteria using the same scale. The result is a hire-decision conversation grounded in shared data, not a managerial opinion contest. Brands hiring across franchisees see the biggest gains here — this is how you get consistent hiring quality across 50 or 500 locations.
Yes, and hourly is actually where they pay off most. Professional roles have resumes, references, and interview history to lean on. Hourly and frontline roles have much thinner signals — resume fraud is more common, references are spottier, and traditional interviewing doesn't surface the reliability, attitude, and pace that actually predict job performance. A 10-minute assessment at the application stage does more work for you in hourly hiring than it does for a senior salaried hire.
The first role takes about an hour — pre-screen questions, assessment selection, scorecard criteria. Every subsequent role takes minutes because the setup is template-based. Clone a role, adjust the specific criteria, post it. The up-front time is the only meaningful setup cost, and it compounds as you add roles.
Screening lives inside the full CareerPlug workflow — branded careers pages drive applications in, screening sorts them, Autopilot schedules interviews with the strongest candidates, and the 90-day onboarding workflow handles hires. You're not stitching together three different tools. One login, one candidate record that follows the person from application to first week on the team.