Turn candidate screens into structured hiring evidence.
Alpine Hire runs a live AI-assisted screening calibration with your team. We prepare the interview deck, align the scorecard, tune role-specific questions, and give recruiters a consistent structure for every candidate screen.
30 min
live calibration
1 deck
screening plan
Scorecard
aligned criteria
Live screening studio
The interview deck is built with your team before recruiters screen.
Screening deck
Senior GTM Engineer
Role outcome
Own technical discovery and enterprise demos
Must confirm
API fluency, buyer judgment, security context
Risk to test
Too much title match, not enough customer-facing depth
Strong answer
Explains tradeoffs with specific deals and stakeholders
Scorecard rubric
Recruiters know exactly what to listen for.
Hard skills
API fluency, demos, technical buyer depth
HighDomain fit
Enterprise SaaS, security review, procurement
HighCommunication
Clear discovery, concise explanation, maturity
StrongMotivation
Why this move, timing, ownership appetite
OpenRecruiter screen handoff
Questions, follow-ups, rubrics, and evidence notes are ready before the first candidate call.
The screening difference
Screening is not a casual recruiter call.
Alpine Hire turns screening into a structured evaluation system. Before recruiters speak with candidates, we align with your team on the criteria, questions, evidence, and scorecard.
Typical agency screen
Ask a few qualification questions, write loose notes, and let the hiring team discover the gaps later.
Alpine Hire screen
Use a calibrated deck, ask role-specific probes, score evidence, and deliver structured notes the team can trust.
Live deck calibration
We align the interview deck before screens begin.
In the live session, Alpine Hire and your hiring team review the deck, questions, scorecard, and evidence expectations so every recruiter screen tests the same version of fit.
Fit criteria
The evidence a recruiter should confirm before a candidate reaches the hiring team.
Interview questions
Question paths tailored to the role, seniority, context, and tradeoffs from intake.
Scoring rubric
Rubrics that separate strong evidence, partial evidence, weak evidence, and risk.
Probe paths
Follow-ups that help recruiters test depth instead of accepting surface-level answers.
Structured screening workflow
AI prepares the deck. Recruiters run the screen.
The goal is not to automate judgment away. The goal is to give recruiters a stronger structure so every screen produces comparable, decision-ready evidence.
Prepare the deck
AI drafts the screening deck from the role profile, scorecard, market map, and candidate evidence.
Calibrate live
Alpine Hire and your team tune questions, must-haves, risk areas, and scoring definitions live.
Run the screen
Recruiters run screens with the same structure, so every candidate is evaluated consistently.
Handoff evidence
The team receives decision-ready notes, scores, evidence, risks, and next-step recommendations.
Screening deliverables
What recruiters use on every screen.
Once the deck is calibrated, recruiters do not improvise from a job description. They screen against a client-aligned evaluation system.
Interview deck
A recruiter-ready screening guide with sections, questions, follow-ups, and answer guidance.
Scorecard rubric
A clear model for what strong, acceptable, weak, and risky answers mean for the role.
Qualification gates
Focused risk areas recruiters should probe before a candidate reaches the hiring team.
Screening notes
Structured notes and evidence summaries that make shortlist decisions easier to compare.
Build the screening deck before candidate calls begin.
Align the interview questions, scorecard, rubrics, and evidence expectations with Alpine Hire before recruiters start screening.