The Reqs Keep Growing. Your Backlog Throughput Should Too.
Internal TA teams are carrying more reqs with fewer people while application volume explodes. SageScreen gives your team AI screening capacity that scales with demand, not headcount.
Req Volume Grows. Headcount Does Not.
The average corporate recruiter now manages 56% more open positions than three years ago, while team sizes have shrunk from 31 to 24. Screening quality is the first thing that slips.
AI Broke the Funnel. Most of It Is Noise.
Candidates are using AI to mass-apply. LinkedIn processes over 11,000 applications per minute. Your recruiters spend more time filtering noise than evaluating talent.
We used to get 200 applications for a role. Now we get 2,000. The qualified count did not change. The noise did.
Your Legal Team Wants to Know What AI Is Doing.
AI employment laws are live in NYC and Illinois, with Colorado and California following. If your screening tool cannot explain its decisions, you are building compliance risk into every req.
Multiply Your TA Team. Without a Single New Req to HR.
SageScreen conducts structured AI interviews across your open roles around the clock. Your recruiters receive evidence-based summaries for every candidate instead of spending hours on phone screens. The evaluation logic is transparent and explainable, so your legal and compliance teams can see exactly how screening decisions are informed.
The interview agent and the evaluation agent are architecturally separated. Humans still make every advancement decision. The AI provides the evidence. Your team provides the judgment.
Transparent evaluation logic. Full evidence trails. Structured screens across every open role.
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Explainable AI Is Not a Feature Request. It Is a Regulatory Requirement.
SageScreen separates the interview agent from the evaluation agent architecturally. Every screening decision comes with a full evidence trail showing what was asked, what the candidate said, and how it was evaluated against defined criteria.
When auditors, regulators, or your own legal team asks how your AI screening works, you do not hand them a black box disclaimer. You show them the transcript, the rubric, and the reasoning.
No Rip-and-Replace. No Six-Month Implementation. Screening Starts in Fifteen Minutes.
SageScreen does not require ATS integration to start. Send candidates a screening link. Results come back with structured data you can paste into any system. If you want deeper integration later, the API is there. But you do not need it on day one.
Your team is already stretched thin. The last thing they need is a six-month implementation project before screening improves.
Your TA Team Has Enough on Their Plate. Let SageScreen Clear the Screening Backlog.
Your recruiters should be focused on strategic work: partnering with hiring managers, building pipelines, and closing candidates. The phone screen is the most repetitive, most time-consuming step in your process. Let the Sage handle it. Review the evidence. Advance with confidence.
