Custom AI for Hiring

AI that scores
every resume.

Entexis builds custom hiring AI tuned to how your team evaluates candidates. Screeners, graders, recruiter copilots. Multilingual out of the box. The tool below is the same screener we use internally to triage applications for our own roles.

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AI Resume Screener

Score any resume against any job description.

Job description

Candidate resume

Typically 5–8 seconds. Works in any major language: English, Hindi, Spanish, French & more. Nothing is stored on our side. Try it freely.
0fit score

Verdict

—

Strengths

    Gaps & Risks

      Suggested interview questions

        The Impact

        What custom hiring
        AI delivers.

        Tell us how you hire

        Seconds per resume

        Score, strengths, gaps, and interview questions in one pass. No clicking through tabs.

        10+ languages

        Multilingual out of the box (English, Hindi, Spanish, French and more). Job descriptions and resumes in any major language. Mixed-language pairs (English JD + Hindi resume) work too. Verdict comes back in the JD's language.

        Recruiters on the shortlist

        Triage hundreds of resumes in minutes. Recruiters focus on the shortlist, not the slush pile.

        Your bar, every time

        Must-haves, nice-to-haves, dealbreakers, seniority bands: written down once, applied the same way to every candidate.

        Inside this build

        What we built for the screener.
        Same building blocks for yours.

        Every piece below was built end-to-end by the Entexis team. The same components (parsing, scoring, structured output, integrations) get re-tuned and re-shaped for your hiring rubric.

        PDF / DOCX parsing

        Drop in the resume the candidate sent. We extract the text and feed it straight to the model. No copy-paste needed.

        Instant fit score

        0-100 score that weighs must-haves vs nice-to-haves. Color-coded so you can triage a stack of resumes in seconds.

        Strengths, made specific

        Cites named technologies, real years of experience, and delivered projects from the resume, not generic praise.

        Gaps and risks, called out

        Honest weaknesses and red flags vs the role's bar: seniority mismatches, missing must-have skills, project-shape risk.

        Sharp interview questions

        Three questions you can paste into the screening loop, designed to probe gaps and pressure-test claimed strengths.

        API or in-product

        Run as a standalone tool, or plug it into your existing hiring system as a first-pass step before a human ever opens the file.

        How this screener works

        Four steps.
        No setup.

        Drop in a job description and a resume, get a structured assessment back. That's it. No integrations, no model tuning, no training data to manage.

        01

        Paste the job description

        The whole role description: responsibilities, must-haves, nice-to-haves, seniority. The richer, the better.

        Try the screener
        02

        Drop the resume

        PDF, DOCX, or pasted text. Up to 5 MB. We pull the text out automatically.

        03

        AI scores it

        The model assesses fit on must-haves and nice-to-haves, then writes specific strengths, gaps, and questions.

        04

        You decide

        A glance at the fit score and gaps tells you whether to advance, reject, or send for a deeper read.

        Frequently Asked Questions

        Is this screener a product I can buy off the shelf?
        No. This screener isn't a product we sell. Entexis is a custom SaaS, software, and AI development company. We build tailored hiring AI solutions for each client: end-to-end, on your stack, tuned to your rubric. The screener above is one example of what a custom AI build looks like; we use it ourselves to triage candidates for our own roles. We'll build something similarly tailored for your team: same building blocks, your tone, your rubric, your integrations.
        How accurate is the fit score?
        It's directionally accurate, not a hiring decision. Treat it as a triage signal: a high score (75+) means "definitely worth a human read", a low score (under 40) means "probably skip unless something catches your eye in the gaps". The summary and gaps are usually more useful than the number.
        Can I use this with real candidate resumes?
        Yes, confidently. This tool has no database. The job description and resume are sent straight to the AI for scoring, the result comes back to your screen, and nothing is written to our disk. We do not log the job description, the resume text, the candidate name, or the result. If your team needs a fully self-hosted version that runs on your own infrastructure, Entexis delivers that as a custom build.
        What file formats does it accept?
        PDF, Word document (.docx), and plain text, up to 5 MB. The PDF should have real text in it (you can tell because you can highlight and copy from it). Scanned PDFs that are just images won't work. If your upload doesn't go through, switch to the "Paste text" tab and drop the resume content in directly.
        Can Entexis build a custom screener for our team?
        Yes, and we already use this exact tool internally at Entexis to screen candidates for our own roles, so it isn't a vapour demo. For a client build the process looks like this: we spend a day with your hiring team to understand how you actually evaluate candidates, write the scoring rubric and prompt around that, launch a private beta in a couple of weeks, and tune it from real screenings. The result lives on your stack; you own the code.
        How long does a custom build take?
        It depends on what you need end-to-end: deeper integrations, multiple job families, and custom scoring rubrics all add scope. The basic version of what you see on this page (tuned to your roles, your rubric, hosted on your stack) typically goes live in about two weeks. From there we layer on whatever else your team actually uses.
        Does it work for non-English job descriptions and resumes?
        Yes. Fully multilingual out of the box. Job descriptions and resumes in English (US/UK/Indian), Hindi, Spanish, French, German, Portuguese, Arabic, Mandarin, and most major European and Asian languages produce equally sharp output. The verdict, strengths, gaps, and interview questions come back in the same language as the job description.
        Can the job description and resume be in different languages?
        Yes. Mixed-language pairs are common (an English job description against a Hindi resume, or a Spanish JD against an English resume), and the screener handles it natively. The model reads each document in its own language, then writes the verdict, strengths, gaps, and interview questions in the language of the job description (so it lands in the recruiter's reading language). Useful if you're hiring across regions where candidates' resumes don't always match the JD's language.
        Will our content be used to train AI?
        No. We use a leading enterprise-grade AI partner whose policy is that content sent through their interface is not used to train their models. They keep brief logs purely for abuse monitoring, then delete them. For a custom build, we deliver with whichever AI partner your team prefers: including options with zero data retention, or a fully self-hosted private model so nothing ever leaves your environment.
        Can I customize the scoring rubric?
        For a custom build, yes. That's the core of the work. We sit with your hiring team, study how you actually evaluate candidates (must-haves, dealbreakers, nice-to-haves, seniority bands), and write a scoring rubric that matches. The result is consistent screening that reflects your team's standards, not a generic "good resume" detector.
        What roles does it work best for?
        It works best for roles where the job description lists specific skills and a clear level: engineering, data, product, design, marketing, sales, recruiting, customer success. It is less useful for roles where the job description is fuzzy on purpose, or where fit is mostly about leadership style and chemistry (top executive search, senior partnerships). Those still need a human read first.
        How does it handle bias and fairness?
        The screener follows the job description you give it. So whether it's fair depends on how the job description is written. We help clients focus on what people can actually do (like years of real experience) instead of where they studied. Things like age, gender, race, and religion are never used to score a candidate. No AI tool can fully remove bias though, so we treat this as a quick first-pass filter, not a replacement for a human read.
        Custom Hiring AI · Production-ready

        Tell us how your team hires.
        We'll build the AI for it.

        The screener above is one shape: first-pass triage with structured output. We also build take-home graders, recruiter copilots, candidate-engagement bots, internal-mobility scorers, and bespoke hiring automations. Two to four weeks for most builds. We use this exact tool internally for Entexis hiring. It's not vapour, it's a working pattern we know how to deliver.

        12+
        Years
        5
        Continents
        2,100+
        Engagements

        Built end-to-end by Entexis. Reply within one business day.

        Thanks. Got it.

        We'll reply within one business day to talk about an AI screener tuned to your hiring bar.