An OSHA 30 certification, a journeyman license, a PE stamp, a decade of live-site experience spelled three different ways on three different resumes. Keyword filters miss all of it. We read every resume for what the person actually built and ran, rank the batch against your spec, and a person checks the shortlist before it reaches you.
No shortlist leaves here without a named person behind it.
Independent engineering and construction recruiting firms lose hours every week to resume screening: reading 80 applications for a site manager or structural engineer role, checking certifications and project scale by hand, to build a shortlist of six. We take that work off your desk. Send us a batch and a job spec, and we send back a ranked shortlist with a written assessment of every candidate, within the hour.
Most shortlisting tools don't fix this. They make both problems worse.
OSHA 10, OSHA 30, journeyman licenses, NCCER certifications, PE licenses. Every candidate spells their qualifications and past project scale slightly differently. A keyword filter treats "OSHA 30 certified" and "OSHA-30" as different things, or misses a licensed structural engineer entirely because the resume says "PE" instead of "licensed." Strong candidates disappear. Your client never meets them, and it's your reputation on the line when the placement falls through.
The strongest site managers and engineers often have the least polished resumes: years of project delivery captured in a bullet list, contract types (AIA, ConsensusDocs) mentioned once in passing, scale of work buried in a project name. A trained eye reads that correctly on the first pass. An automated filter reads it as a gap, and a genuinely strong candidate never makes it to your desk.
The moment your batch lands, AI reads every resume for meaning, not keyword matches. Within minutes, every candidate is ranked with a written rationale: why they fit, what to probe on a call, any gaps worth noting. You see the reasoning behind every ranking, not just a score.
Before any shortlist leaves our desk, a leading industry expert goes through it. Not to review from scratch, but to catch what AI tends to miss: strong candidates with unconventional career paths, non-standard resume formats, or certifications listed under an unfamiliar abbreviation. They calibrate to what your specific clients actually want, and that calibration compounds over time.
AI speed. Expert judgement. You always see the reasoning behind every shortlist. You always make the final call. We just get you there faster.
Every batch comes back as a ranked list with a written brief for each candidate: not scores or flags, but the kind of notes a thorough researcher would write.
Full rationale for each candidate attached ↓
"Meets every hard requirement without needing interpretation. OSHA 30 certification current, first-aid/CPR certified, eight years running residential projects, five of those as lead site manager rather than assistant. The scale gap reads smaller once you look closer: the last role delivered a $9M 64-unit project under AIA Design-Build, and the schedule and design problems are the same shape as this spec's $12M brief."
"One thing to probe: no ConsensusDocs experience named directly, only AIA. Worth asking how comfortable they are switching contract forms given this client uses ConsensusDocs exclusively."
"Top of the list, and it wasn't close. The only real question is contract-form familiarity, and it's an interview question rather than a screening one. The delivery experience is there, just under a different form of contract."
Large platforms are built for enterprise accounts with procurement teams and IT departments. We're not. We work the way independent recruiting firms work: direct, fast, without the overhead.
Meet the founderYou talk to Snehal, the person who built the system and runs it. No account manager, no handoffs, no ticket queue to log requests into.
No seat licences. No minimum contracts. No annual commitments before you've tried it. Pay for what you actually use.
We work with whatever you already have: Bullhorn, Crelate, JobDiva, anything. No migration, no training, no change management project.
Most recruiters at small firms land on the same three options before deciding. Here's where each one falls short.
You do all the work: writing prompts, handling file uploads, deciding what to evaluate. No integration into your actual workflow. No accountability if the shortlist misses someone good.
A real person reads every resume and returns a ranked shortlist through the portal. The reasoning is visible. If the shortlist misses someone good, that's on us to explain.
You still do the work. Log in, upload resumes, configure the model, interpret the results, every search. No human reviews the output. Edge cases and formatting quirks are your problem.
We do the screening. You review the shortlist. No model to configure, no results to second-guess, no edge cases that are mysteriously your problem.
Fixed salary cost whether you have 80 resumes to screen or eight. Months of ramp-up and training. Ongoing management overhead that compounds as your team grows.
Pay only for the volume that exists right now. No recruiting, no onboarding, no performance reviews. Flex up when a big mandate lands; step back when it's quiet.
We track time saved on shortlisting and shortlist-to-interview conversion from day one, and share it back with you.
Try Superceptron on your first role, free. No commitment, no sales call. Send us your resumes and a job spec and you'll have a shortlist back within the hour.
Get your first role free →The average recruiter spends 6% of their day on work that actually drives placements. Here's what's eating the other 94%, and what happens when you take it back.
Read the pieceTry Superceptron on your first role, free. Send us your resumes and a job spec. You'll have a shortlist back within the hour. No commitment, no sales pitch, no strings attached.
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