You posted a job and got 200 applications. Reading all of them would take two days. Here's how to let AI sort and rank applicants so you only interview the ones worth your time.
| Tool | What It Does | Cost | Link |
|---|---|---|---|
| Claude or ChatGPT | Analyzes and ranks resumes against your job requirements | Free | Sign up → |
| Google Sheets | Organizes your candidate rankings | Free | Sign up → |
What to do: Before you look at a single resume, write down your top 5 non-negotiable requirements and rank them by importance. Example: 1) 3+ years experience in the role, 2) Lives within commuting distance, 3) Has specific certification, 4) Available to start within 2 weeks, 5) Relevant industry experience.
Why you’re doing it: Without clear criteria, you’ll judge resumes on vibes and end up with a stack of “maybes.” Defined criteria let you (and AI) make consistent, fair decisions.
What to expect: 10 minutes. Be ruthless about what’s truly required vs. nice-to-have.
What to do: Copy 5–10 resumes at a time into Claude with this prompt: “I’m hiring for [role]. Here are my top 5 requirements: [list]. Score each of these resumes on a 1–10 scale based on how well they match these requirements. For each candidate, note: strengths, weaknesses, and red flags. Rank them in order.”
Why you’re doing it: AI can analyze 10 resumes in 30 seconds. You’d take 30 minutes. At 200 resumes, that’s the difference between 20 minutes and 2 days.
What to expect: A ranked list with specific notes on each candidate. You’ll immediately see which ones are worth a closer look.
Common mistakes: Pasting resumes with personal information like phone numbers and addresses. For privacy, redact contact info before pasting into AI — focus on experience, skills, and qualifications.
What to do: Based on AI scoring, sort candidates into: Yes (score 7+, interview these), Maybe (score 5–6, review if Yes pile is too small), and No (score under 5, don’t waste time). Log results in Google Sheets.
Why you’re doing it: You’re turning 200 resumes into a manageable shortlist of 10–15 candidates.
What to expect: Your Yes pile will typically be 10–15% of applicants. That’s 20–30 people from 200, which is very manageable.
What to do: Now read the Yes pile resumes carefully yourself. Look for things AI might miss: career trajectory, cultural fit signals, interesting projects, and anything that makes you want to talk to this person.
Why you’re doing it: AI handles the first filter. Your judgment handles the final selection. This combination is faster and more effective than either approach alone.
What to do: Pick your top 5–8 candidates and reach out. Use Calendly to let them self-schedule interviews.
Why you’re doing it: Speed matters in hiring. The best candidates get snapped up fast. Letting them book their own interview time eliminates scheduling delays.
This workflow is Beta — Based on Best Available Knowledge. AI resume screening works well for matching specific criteria. It’s less effective at judging soft skills, cultural fit, and potential — those require your human judgment in interviews.