SCREEN 250 RESUMES IN 2 MINUTES
Stop reading resumes.Start reviewing shortlists.
Your next hire is already in your applicant pool. You just can't find them in 300 resumes. Arbiter screens all of them in 2 minutes — and shows you exactly why each candidate ranked where they did.
Free pilot available · No ATS replacement required · Works with Greenhouse, Lever, Workday & more
Why Screening Now Decides Hiring
At 250+ applications per role, no recruiter can read every resume carefully. The result: good candidates get skipped, and decisions vary by reviewer.
Too Many Resumes to Read
At 250+ applicants, full review is impossible. Most resumes are skimmed in under 10 seconds.
10+ hrs / roleNo Two Reviews Are the Same
Different reviewers weigh different things. The same resume gets different outcomes depending on who reads it.
3–5x varianceSpeed Amplifies Bias
Under time pressure, reviewers default to pattern-matching — penalizing non-traditional backgrounds.
Compliance riskQualified Candidates Get Skipped
When screening is rushed, strong candidates are silently rejected. No one notices the miss.
Hidden costThis isn't a recruiter problem. It's a systems problem. And it has a systems solution.
The Cost of Unstructured Screening
One bad hire costs $15,000 on average. Screening 250 candidates with Arbiter costs $37.50.
When screening varies by reviewer and nothing is documented, every hiring decision is a liability — internally and legally. The problem isn't speed. It's making decisions you can't explain or reproduce.
What Changes The Outcome
The fix is not more recruiters or better keywords. It is structured screening — define your criteria once, apply them identically to every candidate, and keep a full record of every decision.
How Structured Screening Works
Define Screening Criteria
Paste a job description. Skills, requirements, seniority, and location are extracted into structured screening rules automatically.
- Works with any JD format — paste text, upload a file, or build step by step
- Skill synonyms resolved automatically (e.g. JS = JavaScript = ECMAScript)
- Real-time skill market data shows demand for each requirement
- Criteria become the single source of truth for all scoring
Screen Every Candidate
Upload up to 500 resumes at once. Every candidate is evaluated against the same criteria — no exceptions, no shortcuts.
- Two-phase process: fast filter eliminates hard mismatches, then detailed scoring
- Handles PDF, DOCX, TXT — any layout, multi-column, tables, graphics
- Runs in the background — upload and keep working
- Smart deduplication prevents re-processing candidates already in your pool
Get a Ranked Shortlist
Candidates are ranked by role fit across 5 categories — not by resume formatting or keyword density.
- Scored on skills, experience, education, location, and seniority
- 7 verdict levels from Priority Talent to Reject
- Evidence citations tied to specific resume content
- Matched and missing skills identified per candidate
Explain Every Decision
Every screening outcome comes with a full scorecard — traceable, explainable, and exportable.
- Detailed scorecards with pros, cons, and a recommendation
- Every score backed by evidence from the resume
- Full decision transparency — see exactly why each candidate was ranked
- Export results as CSV, XLSX, or PDF for stakeholder review
One Platform. Resume to Hire.
Screen, rank, manage, communicate, and report — without switching tools. Every capability is built around structured data and auditable outcomes.
Hiring Pipeline
Never lose track of a candidate again. Every applicant moves through your pipeline automatically — no spreadsheet updates, no manual follow-ups missed.
- Drag-and-drop Kanban board with custom stages per job
- Assign interviewers and schedule via Google Calendar
- Structured evaluation templates so interviewer feedback is consistent
- Bulk operations — move, email, or export multiple candidates at once
Email & Automation
Candidates hear back faster — without you sending a single extra email. Automated, personalized, and always on-brand.
- Templates with dynamic variables — candidate name, score, verdict, job title
- Review queue before send — no accidental emails
- 8 automation triggers: stage changes, time-based nudges, evaluation consensus
- Delivery tracking per candidate: sent, delivered, bounced, failed
Careers Page
Branded job board where applicants are automatically screened on submission.
- Hosted under your brand with custom screening questions per job
- Resumes parsed, matched, and scored the moment a candidate applies
- Candidates enter your pipeline automatically — zero manual intake
- Application status tracking for both you and the candidate
Talent Pool
Every candidate you have ever processed, searchable across 20+ dimensions.
- Filter by skills (with years), experience, location, education, certifications, verdict
- Full-text search across all resume content
- Re-screen your entire pool against any new role for $0.04/resume
- Track candidate history across multiple jobs and applications
Candidate Sourcing
When your applicant pool runs dry, Arbiter sources new candidates from the internet — pre-matched, pre-scored, and ready to review. If the right hire doesn't exist in your pool, we find them for you.
- Set a quality target and credit budget — sourcing loops until targets are met
- 3-layer deduplication ensures you only pay for new candidates
- Sourced candidates are parsed, scored, and added to your pool automatically
- Override search parameters: skills, location, seniority, experience
Scout — Hiring Assistant
Ask Scout anything about your pipeline and it acts. "Show me the top 3 React engineers who applied this week" — done in 5 seconds, not 5 minutes.
- Match candidates, shortlist, send emails, schedule interviews — all in chat
- Query your pipeline, pool, and analytics in plain English
- Generate job descriptions, draft outreach, compare candidates side by side
- Many read tools and write tools with built-in safety confirmations
Analytics & Reporting
See where your hiring process is fast, where it stalls, and who is most productive.
- Hiring funnel with conversion rates and bottleneck detection per stage
- Pipeline velocity: average days per stage and time-to-hire
- Recruiter performance metrics across the team
- Exportable reports for leadership and compliance reviews
Enterprise-Ready
Multi-language, mobile, role-based access, and enterprise security — out of the box.
- English and Arabic with full RTL support
- Install as a native app on any device (PWA)
- 50+ granular permissions with custom roles and visual editor
- Data isolation per organization, account sharing detection, encrypted storage
Your Platform. Your Brand.
Arbiter disappears behind your brand — candidates only see you. Full white-label capabilities so your hiring platform feels native to your organization.
Brand Everything
Upload your logo, set 15+ brand colors, and theme every surface — dashboards, careers pages, candidate portals, and system emails.
- Custom logo with live preview across the platform
- 15 customizable color fields: core, surface, text, input, and feedback
- Branded careers pages and candidate portals
- Themed dashboards that match your visual identity
Own Your Domain
Host candidate experiences on your domain. Send emails from your address. Route through your SMTP. No "Powered by" attribution.
- Custom domain support — candidates see your URL, not ours
- Custom sender identity for all automated communications
- Dedicated SMTP routing through your email infrastructure
- Remove all third-party branding on enterprise plans
Control Access
Role-based permissions with custom roles, granular controls, and flexible seat scaling — built for teams that take security seriously.
- Four system roles: Owner, Admin, Member, Viewer
- Create custom roles with 50+ granular permissions
- Invite team members with scoped access per role
- Scale seats mid-cycle with prorated or end-of-cycle billing
Plug Into Your Hiring Stack
Connect in minutes. No migration required. Arbiter works alongside your existing tools — or replaces them entirely.
Greenhouse
Sync jobs, import candidates, and push screening results back to Greenhouse automatically.
SmartRecruiters
Pull applicants from SmartRecruiters, screen them in Arbiter, and update candidate status in real time.
BambooHR
Connect BambooHR to import employee and applicant data for streamlined screening workflows.
Zoho Recruit
Integrate with Zoho Recruit to sync candidate pipelines and automate screening across roles.
Lever
Import opportunities from Lever, screen candidates with Arbiter, and sync verdicts back to your pipeline.
Jobvite
Connect Jobvite to pull applicants into Arbiter for consistent, automated screening at scale.
Workday
Enterprise-grade integration with Workday HCM — sync requisitions, candidates, and screening outcomes.
Paylocity
Integrate Paylocity workforce data with Arbiter for unified hiring and HR management.
Ashby
Sync Ashby jobs and candidates with Arbiter to add AI-powered screening to your modern recruiting stack.
Gmail Sync
Candidate email conversations tracked automatically — no copy-pasting, no missed threads.
API Access
Scoped API tokens for custom workflows. Build integrations that fit your process.
Webhooks
Real-time event notifications to your systems. HTTP callbacks for every pipeline event.
See What You Get After Every Screen
Every screening run produces ranked shortlists, detailed scorecards, and full audit trails — not a list of names with no context.
Candidate Scorecard
Full evaluation: weighted scores across 5 categories, mandatory skill gates, pros/cons, evidence citations, and a clear recommendation.
Sarah K.
Strong ShortlistPros
• 8 yrs in target domain
• Led team of 12
• Strong quantified impact
Cons
• Missing AWS cert
• No remote exp
Recommendation
Strong candidate for interview. Technical depth compensates for missing cloud certification.
↳ Synonym: "TS" → "TypeScript"
↳ Leadership exceeds req
Pipeline Board
Kanban board tracking candidates through your custom stages — with assignments, scheduling, and bulk actions.
Ranked Results
Every candidate scored and sorted by fit — with skill overlap, verdict badges, and one-click export.
Candidate Sourcing
Find new candidates from the internet with quality-gated loops, 3-layer deduplication, and automatic matching.
We'll search the internet to find candidates matching your job criteria. This process may take a few minutes.
Select Job Description
Quality candidates needed
Max credit budget
Minimum match score: 70%
We won't stop until we hit your credit limit or find your candidates.
Scout — Hiring Assistant
Run your full hiring workflow from a single conversation — match, shortlist, email, schedule, and report.
Show me top React candidates in Berlin with 5+ years experience
Found 12 candidates matching your criteria. Here are the top 3:
The Real Cost of Screening
One bad hire costs $15,000 in lost productivity and rehiring. Arbiter screens 250 resumes for $37.50 — seats unlock the platform, credits power every screen.
New CV Parsing
per resume
Parse and store new resumes into a structured talent pool.Pool Screening
per resume
Re-screen your entire pool against new roles.Advanced Search
included
Search your structured talent pool at any time.Full Platform Access
per seat / month
Unlock the full hiring platform — pipeline, email, careers page, Scout, automation, analytics, and team management. Seats provide access; credits power screening. Both are required to use Arbiter.What does Arbiter actually cost per month?
Small team
2 recruiters, 5 open roles, ~200 CVs/month
$30 seats + $30 credits = $60/month
Growing team
3 recruiters, 15 open roles, ~600 CVs/month
$45 seats + $90 credits = $135/month
Active hiring
5 recruiters, 30+ open roles, ~1,500 CVs/month
$75 seats + $225 credits = $300/month
Compare to: one agency placement fee = $2,000–$8,000. Arbiter pays for itself in the first hire.
Get Your Credits
Try It on Your Next Role
Upload your resumes, paste a job description, and see the shortlist in minutes. Compare the results against your manual screening. No commitment, no lock-in.
Trusted by Hiring Teams
Arbiter is in active pilots with companies in tech, logistics, and consulting. Early results show 60–80% reduction in time-to-shortlist and consistent positive feedback from recruiters on scorecard quality.