How Proofglint works
From job description to ranked scorecard in under 24 hours — without scheduling a single call first.
Hiring teams waste hours on calls that answer the same questions every time
Talent acquisition managers and HR directors at growth-stage companies are conducting 8–12 hours of phone screens per open role, only to discover basic resume mismatches and availability gaps they could have caught in minutes.
Structured interview questions are inconsistently applied. The same candidate gets different questions from different interviewers, making meaningful comparison across applicants nearly impossible. And 3–5 qualified candidates drop out of every role due to scheduling friction before the first structured conversation takes place.
The core issue is not that recruiters are not working hard enough. It is that the standard phone screen is a blunt instrument applied to a problem that needs a precise one. Proofglint is that precise tool.
Input, process, output — in under 24 hours
Three steps from job description to candidate scorecard waiting in your ATS.
Connect and configure
Paste your job description and connect your ATS — Greenhouse, Lever, Ashby, or CSV import. Proofglint reads the JD, extracts required skills and role expectations, and prepares a verification and interview package automatically. Configuration for a new role takes under five minutes.
Candidates complete the async flow
Proofglint generates a customized async verification flow: candidates answer 3–5 short video or text questions drawn directly from the JD criteria. The AI scores each response against a rubric built from the JD, flags inconsistencies between resume claims and answers, and produces a structured scorecard with confidence ratings.
Review ranked scorecards
Each per-candidate scorecard includes: verified skill signals, structured question response summaries, AI confidence score, resume-vs-answer consistency flag, and a recommended next step (advance, hold, or skip). Delivered to your ATS or inbox within 24 hours of candidate submission.
Six capabilities that replace the phone screen cycle
Each capability addresses a specific failure mode in the standard hiring process.
AI Verification Engine
Proofglint's verification engine parses a candidate's resume and compares stated skills, years of experience, and project claims against their async video or text answers. The AI flags specific inconsistencies — for example, a candidate claiming four years of Python experience whose answers describe only scripting-level tasks — so recruiters spend time on genuine conversations, not gotcha moments.
JD-Driven Question Builder
Paste any job description and Proofglint extracts role-specific competencies, creates a bank of behavioral and technical questions weighted by priority, and assembles a candidate-facing flow in minutes. No generic question templates. Every question links back to a JD requirement so scores are directly comparable across candidates for the same role.
Structured Scorecards
Every candidate who completes a Proofglint flow receives a structured scorecard with per-criterion ratings, direct response quotes supporting each rating, and an overall confidence band. Hiring managers see all scorecards side by side in a comparison view, eliminating recall bias from back-to-back phone screens conducted days apart.
Resume Consistency Flags
When a candidate's response contradicts or significantly undersupports a resume claim, Proofglint marks the specific criterion with a yellow or red consistency flag and quotes both the resume text and the relevant portion of the candidate's answer. Recruiters arrive at live interviews with precise follow-up questions rather than discovering mismatches mid-conversation.
Async Video and Text Flows
Proofglint sends candidates a branded link with a deadline; they record short video responses or type text answers at a time that suits them. No live scheduling is required until the hiring team decides to advance a candidate. This removes the 3–7 day scheduling friction that causes qualified candidates to drop out before the first structured conversation.
ATS Integration
Proofglint connects to your ATS via OAuth or API key. Completed scorecards push automatically to the candidate record, triggering the hiring team's existing pipeline stage logic. No copy-pasting from email; no separate portal to manage. Hiring managers see Proofglint scores inside the ATS tools they already use every day.
Works with your existing stack
Proofglint connects natively to the tools your hiring team already uses.
Built for talent acquisition teams running active hiring programs
Proofglint is designed for a specific context. Here is how to tell if it fits yours.
Right fit
Talent acquisition managers and HR directors at Series A through Series C startups and mid-market companies with 50–500 employees, hiring 10 or more roles per quarter. Bootstrapped companies with active hiring programs of similar scale also fit well. If your team is currently running multiple phone screens per role and struggling to compare candidates consistently, Proofglint addresses the core problem directly.
Not a fit
Executive search firms and staffing agencies, companies hiring fewer than 5 roles per quarter, or enterprise companies whose HR stack already includes a dedicated structured-interview module within their HCM. Proofglint is designed as a lean verification layer on top of existing ATS workflows, not as a replacement for a full-scale enterprise hiring suite.
Ready to replace the phone screen?
Try Proofglint on your next open role. Configure a verification flow in under 5 minutes. See ranked scorecards before scheduling any live call.