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Say goodbye to basic keyword filters. Resume screening in InterviewFlowAI contextually evaluates resumes against your chosen requirements, extracting direct evidence to score and rank candidates.
Meet Sudo the Resume Screener 🐾Your AI-powered teammate for reviewing resumes! Sudo checks each application for must-have qualifications, scores candidates using your custom rules, and organizes the results so top talent naturally rises to the top.

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How Sudo evaluates resumes (the scoring engine)

Sudo operates as a highly objective, evidence-based scoring engine. It does not guess or make assumptions about a candidate’s background.
  • Direct evidence extraction: Sudo deeply analyzes the parsed text of the candidate’s resume to find explicit mentions of skills, years of experience, and Interviewer titles.
  • Verbatim proof: For every rule you set, Sudo attempts to extract an exact quote from the resume. If no evidence exists, it flags it as “No evidence found.”
  • Zero assumptions: If a skill is entirely absent from the text, Sudo will not assume the candidate has it, resulting in an automatic fail for dealbreakers or a minimum score of 1 for evaluated criteria.

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When resume screening works best

Use Resume Screening when your goal is to:
  • Filter large candidate pools early in the process.
  • Enforce strict must-have experience or credentials.
  • Rank candidates objectively before scheduling interviews.
  • Reduce the hours spent manually reviewing unqualified resumes.
  • Keep candidate evaluations consistent and entirely unbiased.

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Add resume screening to your interview flow

1

Enable resume requirements

To get started, navigate to your Interviewer creation dashboard.
  1. Create a new Interviewer.
  2. Toggle the Resume Required setting to “On”.
2

Define required qualifications (dealbreakers)

In this section, you will define exactly what candidates must have to be considered for the role. Sudo uses these as strict Pass/Fail filters based on verbatim quotes.Customization options:
  • Generate with AI: Instantly generate standard qualifications based on the Interviewer title.
  • Edit wording: Tweak the AI suggestions to match your exact company needs.
  • Start from scratch: Manually add, delete, or edit your own qualifications at any time.
Examples of dealbreakers:
  • Retail Manager: Multi-year store leadership experience explicitly mentioned.
  • Designer: A portfolio link showcasing shipped work must be included.
  • Healthcare: A valid and active medical license is listed.
3

Define scored evaluation criteria

Once a candidate passes your dealbreakers, you need to define how Sudo will score and rank their resume. Sudo assigns a score from 1 (Weak) to 5 (Strong) based strictly on your benchmarks and the extracted evidence.For each scoring criterion, you will define:
  • The target: What specific skills or experiences Sudo should look for.
  • Strong benchmark (score of 5): What a top-tier, excellent resume looks like.
  • Weak benchmark (score of 1): What a poor or inexperienced resume looks like. (Note: If the skill is entirely absent from the resume, Sudo automatically scores it a 1).
  • Weight: Importance level (1 to 10).

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Weight guidance

  • Weight 1: Informational only (excluded from overall score).
  • Weight 2 to 4: Secondary competencies.
  • Weight 5 to 8: Core competencies.
  • Weight 9 to 10: Role-critical differentiators.

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Automation settings

  • Minimum pass score: Set a numerical threshold the candidate must reach to move forward in the pipeline.
  • Auto-reject: Turn this on to automatically reject candidates the moment a must-have dealbreaker fails.

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The candidate experience

When a candidate applies via your public Interviewer board and Resume Screening is active, the process is seamless. InterviewFlowAI immediately extracts the text and details from their uploaded resume. Sudo evaluates their profile against your dealbreakers and scored criteria in real time, automatically deciding whether to proceed with their application based on your custom rules.
Common mistakes to avoid
  • Being too vague with requirements: Sudo looks for explicit mentions of skills, years of experience, and Interviewer titles. Instead of asking for “good leadership,” specify “mentions managing a team or holding a Lead or Manager title.” If the AI cannot extract a direct quote as proof, it will assume the candidate does not have the experience.
  • Setting too many dealbreakers: Sudo evaluates dealbreakers as strict Pass/Fail requirements. If you make every nice-to-have skill a dealbreaker, you risk auto-rejecting great candidates who just formatted their resume differently. Keep your dealbreakers strictly limited to true non-negotiables.
  • Leaving scoring benchmarks empty: When evaluating your custom criteria, Sudo assigns a score from 1 to 5 based entirely on your definitions. Always define exactly what a “Strong (Score of 5)” and “Weak (Score of 1)” resume looks like so Sudo has a clear grading scale to follow.
  • Testing for “hidden” traits: If a skill or trait is entirely absent from the resume text, Sudo is programmed to automatically score it a 1. Ensure your scored criteria are things candidates actually write on standard resumes (like software languages or sales numbers) rather than soft skills that are better tested during the interview phase.