Run role-aware voice screens and resume analysis, then get transcripts, summaries, and scores—so every candidate moves forward with decision-ready context (not scattered notes).
Built into a job workspace—so work, context, and outcomes stay connected.
Use your questions (or start with defaults) to run consistent first-pass screens without burning recruiter hours.
Capture what was said, what mattered, and what to follow up on—so handoffs don’t lose signal.
Use overall scores and sub-scores to compare candidates apples-to-apples and reduce “gut feel.”
Surface deal-breakers early so your team spends time on finalists, not maybes.
Common ways teams use screening to ship more output with the same headcount.
Practical outcomes that compound across every role—not another standalone tool.
One rubric across resumes, calls, and assessments—less subjectivity and fewer missed details.
Structured summaries and scores replace scattered notes and “gut feel.”
Catch deal-breakers early (comp, location, eligibility) before interviews pile up.
Everything happens inside a job workspace—so context doesn’t get lost.
Use default prompts or tailor questions for each job and seniority level.
Call candidates and capture role-specific signal without extra recruiter hours.
Get summaries, transcripts, and structured scores you can share and compare.
Share context with hiring managers and keep pipeline stages updated.
You don’t buy isolated features—you buy a unified workflow across the funnel.
Agencies are tired of buying point solutions. Klen is “infinite interns” for recruiting—always-on output that scales with usage when you need more.
Limited hours. Context gets lost. Output depends on one person’s bandwidth.
Runs 24/7 across the funnel. When you need more output, you scale with metered overages instead of hiring.
Compare Klen to placement fees or recruiter salaries—not a $99 ATS add-on—so subscription costs feel trivial relative to outcomes.
Quick answers about screening and capacity pricing.