🕒 Time constraints → Rushed screening → Missed good candidates
Recruiters handle hundreds of profiles each week, spending 10–15 mins on recruiter screening and 30–45 mins on technical screening. With so little time, many strong candidates get missed early on.
🧩 Limited technical depth → Shallow evaluation → Weak feedback loop
Non-technical recruiters often struggle to ask the right technical questions or evaluate responses, which leads to incomplete assessments and back-and-forth with engineers.
💭 Reliance on gut feeling → Inconsistent and biased decisions
Without a consistent framework or scoring system, decisions vary from person to person and bias can easily creep in.
📅 Operational overhead → Scheduling delays → Slower hiring cycles
Coordination, documentation, and scheduling take up a lot of time — making the screening process slow and inefficient.
Result: Screening becomes slow, inconsistent, and biased, impacting both candidate experience and time-to-hire.
🔍 Keyword bias → Missed opportunities → Unfair shortlisting
Candidates often get filtered out early when recruiters rely too heavily on resume keywords rather than actual skills.
💬 Unprepared conversations → Disjointed experience → Poor evaluation
Calls can feel unstructured when recruiters haven’t reviewed profiles deeply, leading to repetitive or irrelevant questions.
🧭 Unclear job context → Misaligned answers → Lower confidence
Many candidates struggle to understand the role expectations or company priorities, which affects how they present themselves.
❓ Generic questions → Low engagement → Missed potential
When questions aren’t tailored, candidates can’t effectively showcase their strengths or technical depth.
📭 No feedback → Unclear next steps → Frustration
Lack of constructive feedback and multiple repetitive calls make the process tiring and discouraging.
Result: The screening stage often feels opaque, repetitive, and biased, leading to poor candidate experience and lost talent opportunities for companies.
