AI scoring checks each candidate's application against the requirements you set for a vacancy and gives the candidate a match label with the reasons behind it. Recruiters see at a glance who is worth a closer look, without reading every CV from start to finish. Your team always makes the final decision.
📌 If you don't see the AI scoring panel when editing a vacancy, contact us at support@peopleforce.io to request access.
Set up AI scoring for a vacancy
AI scoring is set up separately for each vacancy and is off by default.
Open the vacancy and go to the Job description step.
Below the description editor, find the AI scoring panel and turn on Enable AI scoring.
Add your criteria in three lists, or let AI draft them for you by selecting Generate with AI. You need at least one criterion in any of the three lists. Otherwise, the vacancy can't be saved with AI scoring switched on:
Must have: what is essential for the role, such as education, experience or qualifications. For example, "6+ years of backend development experience".
Nice to have: skills or experience that are a plus but not essential. For example, "Experience working with SaaS companies".
Red flags: anything that would make a candidate unsuitable for the role. For example, "Frequent job changes".
🤖 AI creates criteria from the vacancy title and job description. So, the job description must be filled in first.
Generating replaces any criteria already in the lists. You can review and adjust the AI suggestions before saving.Write criteria that can be checked against a CV. Specific criteria, such as "Fluent English" or "Experience with PostgreSQL", give clearer results than general ones like "Good team player".
Save the vacancy.
How candidates are scored
Once AI scoring is on, every new application to the vacancy is scored automatically. It doesn't matter where the candidate comes from: the career site, a job board, an import, the API, or adding them to the vacancy by hand.
The AI reads:
the candidate's CV;
their answers to the vacancy's application form and their cover letter. If an answer on the form contradicts the CV, the form answer is used.
Each candidate then receives one of four labels:
Label | Meaning |
Brilliant | A very strong match for your criteria |
Good | A good match |
OK | A partial match |
No match | Doesn't match your criteria |
The AI chooses the label based on the application as a whole. It isn't a score added up from individual criteria.
Read the results
Candidate labels appear:
in the Vacancies section of the candidate's profile;
on candidate cards in the vacancy's pipeline;
in the AI match column of the vacancy's table view, which you can sort from the best match to the weakest;
on the candidate's print or PDF version.
Use the AI match filter on the vacancy, or on the Candidates page, to show only candidates with a specific label.
See the reasons
Select a candidate's label to open CV insights. It shows:
the overall label and the reasoning behind it;
one line per criterion under Must haves, Nice to have and Potential red flags, each with its own explanation.
A tick always means good news: a must-have or nice-to-have was found, or a red flag was not found.
Insights are written in your company's default language, so every recruiter reads the same result. Criteria and CVs can be in different languages. The AI matches them by meaning, and the language of the CV doesn't count for or against a candidate, unless a criterion is about language skills.
Score candidates who are already on the vacancy
Switching AI scoring on doesn't score candidates who applied before. To score them:
On the vacancy's board, select the candidates.
In the bottom bar, open the ⋯ menu and choose Run prescreening.
Candidates without a CV are skipped. Results appear on the cards as soon as they're ready, and you don't need to reload the page.
To score a single candidate, open their profile and select Generate insights next to the vacancy.
Update screening results
To score someone again, for example after changing the criteria or uploading a new CV, open CV insights and select Regenerate.
When candidates are not scored automatically
In these cases, use Run prescreening, Generate insights or Regenerate:
You switched AI scoring on after candidates had already applied.
You changed the criteria. Existing results aren't updated automatically.
A CV was uploaded after the candidate was added to the vacancy.
What the AI doesn't see or do
Personal and sensitive details aren't sent. This includes the candidate's name, email, phone, messenger and links, desired salary, gender, date of birth, recruiter names, and any fields your company has marked as sensitive.
The AI never moves, rejects or disqualifies anyone. It only adds a label and insights.
Only one CV per candidate is read.
Each new run replaces the previous result. No history of earlier results is kept.
Results can vary slightly between runs. Treat the label as a starting point for your review, not a final decision.
AI scoring is separate from AI CV parsing, the option that fills in a candidate's profile from their CV.
Use the results through the API
The AI scoring result is included in candidate data in the PeopleForce API: the label, the reasoning and the result for each criterion. You can use it in your own integrations and automations, for example, to move strong matches forward in your own tools. More details in our developer documentation.