SEO for Screened
Building organic growth engine for Screened? Learn more about your audience and what content they want to see. Include programmatic SEO (pSEO) ideas to scale your content marketing efforts.
Screened
Screened is an AI-powered recruiting platform designed to streamline and enhance the hiring process for organizations. Their AI recruiter, named Ryan, handles everything from screening resumes and conducting interviews to providing detailed candidate feedback and managing communications, ensuring a seamless experience for both recruiters and candidates. With the ability to integrate with existing applicant tracking systems (ATS) like Greenhouse and Lever, Screened reduces the time-to-interview significantly while providing a candidate experience comparable to a personal recruiter. The system is built to manage high volumes of candidates with consistent, unbiased assessments, and offers various pricing plans tailored to different organizational needs.
Key Search Terms
These are the keywords that your customers are searching for to find your business.
Screened Companies
Direct Competitors
These are companies in Screened that directly compete with one another.
HireVue
hirevue.comHirevue | AI-Powered Skill Validation, Video Interviewing ...
hirevue.comValidate candidate skills and competencies with AI-powered video interviewing, assessments and more. Transform your hiring strategy today.
Paradox
paradox.aiConversational hiring software that gets work done for you — Paradox
paradox.aiMeet the AI assistant for all things hiring. Hiring takes time. But our AI ... From multiple languages to different messaging platforms, we've got you covered.
Manatal
manatal.comManatal
manatal.comManatal is a recruitment software with ATS, AI, and reporting features. It includes automated resume parsing features and uses AI to collect feedback.
Workable
workable.comWorkable | All-in-one HR software
workable.comManage clients, candidates, opportunities, and follow-ups like never before! Our CRM helps improve your communication and make data-driven decisions.
Scout Talent
scouttalent.comScout Talent | Recruitment & Talent Management Solutions
scouttalent.comUnlock the power of recruitment and talent management solutions. Enhance your hiring process with Scout Talent.
Search Result Competitors
Besides the direct competitors, these companies also compete in the search results page with Screened companies:
Greenhouse
greenhouse.comScreening tools | Greenhouse
greenhouse.comGreenhouse is an applicant tracking system (ATS) designed to enhance your hiring process by offering tools for resume management and candidate evaluation.
TestGorilla
testgorilla.comResume Screening Software – TestGorilla
testgorilla.comManatal is a recruitment software with ATS, AI, and reporting features. It includes automated resume parsing features and uses AI to collect feedback.
Jobscan
jobscan.coJobscan ATS Resume Checker and Job Search Tools
jobscan.coOptimize your resume keywords for Applicant Tracking Systems (ATS) with Jobscan's resume scanner.
Customer Profiles for Screened
To understand who you are creating content for, we need to understand the ideal customer for your business. These are the people who are most likely to buy your product or service. You will also find out how your customers come to think of your business.
Recruiting Manager at a fast-growing SaaS company (Series B/C, 200-500 employees). Responsible for scaling engineering, sales, and customer success teams, managing a team of 2-3 recruiters.
Experience
7+ years in talent acquisition, primarily within the tech industry. Experienced with full-cycle recruitment, various sourcing strategies, managing ATS platforms (like Greenhouse or Lever), and focused on metrics like time-to-fill and candidate quality.
Core Motivation
To meet aggressive hiring targets set by leadership for a fast-growing tech company without sacrificing candidate quality or burning out her small recruiting team. She aims to build a strong employer brand, ensure a positive candidate experience even at scale, and demonstrate the ROI of her team and technology investments.
First Thoughts
Check Greenhouse dashboard. How many new applicants overnight? 80+... great. Need to assign those out. Recruiter A is drowning in SDR screening, Recruiter B is stuck on that senior backend role. Where are we on the offer for Candidate X? Need to nudge the hiring manager. Meeting with VP Eng at 10 about the pipeline - it's looking thin. How can we possibly screen all these new resumes AND source proactively? We're losing good people. There *has* to be a better way to handle the initial screening without just keyword searching. Maybe that AI tool I saw... Screened? Need to look into solutions that can actually handle the volume and give us consistent shortlists.
Priorities
Sarah's team is overwhelmed by the sheer volume of applications (hundreds per week) for numerous open roles (50+ hires needed this quarter, mostly technical and sales). Manual resume review is slow, inconsistent, and causes delays, leading to top candidates dropping out and frustration from hiring managers. The current process is unsustainable, jeopardizing the company's growth goals. She urgently needs a way to automate initial screening to identify qualified candidates much faster, freeing up her team for strategic sourcing, engagement, and closing.
Technical Skills
Proficient with ATS (Greenhouse or Lever), LinkedIn Recruiter, various sourcing tools (SeekOut, Hired), G Suite/Microsoft 365. Comfortable evaluating and implementing new HR tech. Understands basic recruitment analytics and reporting.
Products Used
Core HR/Recruiting
- • Greenhouse
- • Lever
- • LinkedIn Recruiter
- • BambooHR
- • Rippling
Screening/Assessment (Current/Past/Exploring)
- • Manual Review
- • Basic ATS Filters
- • Codility
- • HackerRank
- • HireVue
Communication/Productivity
- • Slack
- • Zoom
- • G Suite
- • Microsoft 365
- • Asana
- • Trello
Complementary
- • Glassdoor
- • Built In
- • SurveyMonkey
- • Culture Amp
HR Manager at a mid-size manufacturing or logistics company (500-1000 employees). Oversees all HR functions, handling most recruitment tasks directly or with one HR generalist assistant.
Experience
10+ years in HR generalist roles within mid-size companies. Strong background in compliance, employee relations, and benefits administration. Recruitment is a significant but not sole focus, handling both operational and corporate hiring.
Core Motivation
To efficiently fill open positions with reliable candidates while juggling numerous other HR responsibilities (payroll, benefits, employee relations). He needs to reduce time spent on repetitive, high-volume screening tasks, especially for roles attracting many unqualified applicants, using cost-effective, easy-to-manage solutions.
First Thoughts
Check emails... okay, 3 employee complaints, 1 benefits query, and... 45 new applicants for the CSR role overnight. Ugh. Need to schedule those phone screens from yesterday's review pile. Payroll needs approval by noon. Performance review cycle kicks off next week - need to send reminders. How am I going to get through these CSR resumes today? Maybe I can block out an hour this afternoon... but that compliance training needs prepping too. Wish I didn't have to read every single resume just to find the 2 or 3 who actually read the job description. Is there software that can just *do* that initial pass for me?
Priorities
David is buried under hundreds of applications for several open customer service and warehouse supervisor roles. He spends hours manually sifting through resumes, most of which don't meet basic qualifications. This severely delays the hiring process, frustrates hiring managers, and takes time away from critical HR duties like employee relations and benefits management. He desperately needs a way to automatically filter out the noise and identify the few genuinely qualified candidates worthy of a phone screen.
Technical Skills
Comfortable with HRIS (e.g., ADP, Paychex, UKG), Microsoft Office Suite (Excel, Word, Outlook). May use a basic ATS module or a simpler standalone ATS. Less tech-savvy than a dedicated tech recruiter but understands the need for process efficiency.
Products Used
Core HR/Recruiting
- • ADP Workforce Now (with ATS module)
- • UKG Ready (with ATS module)
- • Workable
- • JazzHR
- • BambooHR ATS
- • Indeed
- • Industry Job Boards
Screening/Assessment (Current/Past/Exploring)
- • Manual Resume Review
- • Basic ATS Filtering
- • Phone Screens
- • Background Check Services
Communication/Productivity
- • Microsoft Outlook
- • Microsoft Teams
- • Microsoft Office Suite (Excel, Word)
Complementary
- • Payroll Systems (ADP, Paychex)
- • Benefits Administration Platforms
Talent Acquisition Lead at a Recruitment Process Outsourcing (RPO) firm or large staffing agency. Manages multiple client accounts, focusing on efficiency, client satisfaction, and hitting placement targets.
Experience
6+ years in agency or RPO recruitment. Expert sourcer and screener managing multiple high-volume or specialized requisitions simultaneously across different industries. Highly metrics-driven (time-to-fill, cost-per-hire, submit-to-interview ratio).
Core Motivation
To increase placement volume and speed for multiple RPO/agency clients while maintaining high candidate quality and client satisfaction. Needs tools that boost recruiter productivity, enhance the candidate experience under client branding, provide clear reporting, and ultimately improve profitability through efficiency.
First Thoughts
Check team dashboards - how many submissions yesterday? Where are we against the call center hiring targets? Client X needs an update by EOD. Need to review the candidate feedback from Client Y's interviews. Okay, 500+ new applicants for the call center role... how are we going to get through these? Need to push the team hard on screening today. Are we hitting the SLA for time-to-review? Maybe we need that AI screening tool we demoed last month... Screened? It could handle this volume and integrate with their ATS. Could save us hours per recruiter per day. Need to calculate the potential ROI.
Priorities
Maria's team is struggling to meet the demands of a new RPO client needing 100 call center agents hired in 60 days. They are receiving 500+ applications weekly, with a low qualification rate. The team cannot screen resumes and conduct initial calls fast enough to meet client SLAs while managing other accounts. Manual screening is completely infeasible at this scale without significant cost increases. She needs a scalable, automated solution for initial resume filtering and basic screening to quickly surface promising candidates to her recruiters, ensuring targets are met and the client relationship is maintained.
Technical Skills
Power user of multiple ATS platforms (client-specific), LinkedIn Recruiter, advanced sourcing techniques (Boolean, X-ray), CRM systems (Bullhorn). Constantly evaluating tools that provide a competitive edge in speed and efficiency.
Products Used
Core HR/Recruiting
- • Bullhorn
- • Taleo
- • SuccessFactors
- • Greenhouse
- • Lever
- • Workday Recruiting
- • LinkedIn Recruiter
- • SeekOut
- • Indeed Resume
Screening/Assessment (Current/Past/Exploring)
- • Manual Screening
- • ATS Keyword Filtering
- • HireVue
- • Spark Hire
- • Technical Assessment Platforms (client-dependent)
Communication/Productivity
- • Microsoft Outlook
- • Microsoft Teams
- • Slack
- • G Suite
- • Asana
- • Trello
Complementary
- • Reporting/Analytics Tools
- • Market Intelligence Platforms
Our deep understanding of your customers and their needs is the foundation of our content strategy. Want to get the rest of the profiles and learn how we can help you scale your organic traffic?
Content Ideas for Screened
Now that we know who we are creating content for, we can start to think about what content to create. These are some ideas that we have for content that we think will be relevant to the ideal customer for your business and the target keywords that you can rank for.
Create pages detailing how Screened integrates with and enhances specific Applicant Tracking Systems (ATS). This targets users already invested in an ATS like Greenhouse or Workday, showing how Screened complements their existing workflow to automate screening and reduce manual effort, directly addressing integration and efficiency needs for recruiting managers, HR managers, and TA leaders.
/integrations/screened-for-{ats_name}Develop pages comparing Screened's AI capabilities against traditional methods like manual resume review or basic ATS keyword filters. Highlight Screened's advantages in speed, consistency, bias reduction, and depth of analysis, appealing to HR and recruiting managers frustrated with the time drain and limitations of current screening processes.
/compare/screened-vs-{comparison_method}Generate content focused on how Screened significantly reduces critical hiring metrics like 'time-to-interview' and 'time-to-fill'. Explain the mechanism (automated screening, instant shortlisting) and provide use cases for specific departments or company types, targeting metrics-driven TA leaders and recruiting managers aiming to improve efficiency.
/benefits/reduce-time-to-interview-using-screened-for-{department_or_company_type}Create dedicated pages illustrating how Screened's AI effectively screens candidates for specific high-volume or specialized roles (e.g., software engineers, SDRs, customer service reps, call center agents, interns). This showcases Screened's versatility and directly addresses the role-specific screening challenges faced by recruiting managers, HR managers, RPO leads, and campus recruiters.
/solutions/automate-screening-for-{role_name}-jobsBuild pages focusing on Screened's capability to manage high-volume hiring campaigns efficiently, a major pain point for recruiters in fast-growing companies, RPOs, campus recruitment, and those hiring for roles like customer service. Detail how the platform maintains speed, quality, and positive candidate experience at scale across different industries or use cases.
/solutions/high-volume-hiring-with-screened-for-{industry_or_use_case}Want the full list of over 33 SEO ideas and learn how we can help you scale your organic traffic?