AI screening
Also called automated screening, AI interview.
Employer-side use of models to rank, summarize, or interview applicants before a recruiter reviews them.
In practice this spans three quite different things: ranking and summarizing applications inside an ATS, asynchronous video interviews scored on transcript content, and conversational screens run by a model. The first is now common; the second is common in high-volume hiring; the third is emerging and contested.
Regulation is catching up unevenly. New York City requires bias audits and candidate notice for automated employment decision tools, the EU AI Act classifies employment-related systems as high risk with corresponding obligations, and several US states have their own rules. The practical effect is that you're increasingly entitled to know when one is being used.
What to do about it is unglamorous: be explicit. These systems reward clear, concrete, well-structured statements of what you did, and they penalize the implicit context a human would infer. Spelling out the scale, the tools, and the outcome helps you with a model and doesn't hurt you with a person.
Applicant Tracking System (ATS)
The software an employer uses to receive, store, search, and move job applications through their hiring process.
Match score
A rating of how well one candidate profile fits one job posting, used to rank a long list of openings before a human reads any of them.
Prompt injection (in resumes)
Hiding instructions in a resume — white text, zero-size fonts, off-page content — meant to manipulate an AI screening tool into recommending you.