Nine inputs, and the one that changes everything

Most AI screening products read a resume against a job description. Two documents. That is the whole input set, and it is why the output reads generic.

A prescreen guide worth carrying into a call takes nine.

Three for alignment

The hiring manager intake notes or transcript. The job description. This specific candidate's resume.

Three that qualify

Work arrangement, including whether relocation is required or funded. Salary band, confirmed against expectation before a senior person spends an hour. Sponsorship position, asked early and on the record.

Three that close

Why the candidate is looking, probed as push versus pull, which is the best available predictor of whether an offer sticks. The company story, so every recruiter on the desk tells it the same way. Pre-drafted answers to the questions candidates actually ask, so nobody improvises about the company.

The ninth

Eight of those nine are things any recruiting team already has.

The ninth is the intake, and it is the one no generic screening tool has access to. The hiring manager's own words are what turn a competency template into a question that makes a senior engineer sit up and take the call seriously.

It is already sitting in the recruiter's notes. Unused.