Async Screen Rollout Gate (Onboarding)

Async Screen Rollout Gate (Onboarding)

1. 01

   Classify each open role by seniority and volume before any async screen goes live

   Reserve one-way video and automated scoring for junior, high-volume, or repeatable roles. Senior and niche searches stay on live recruiter calls, because over-automation on those roles reads as a brand risk to the client.

2. 02

   Map the client's existing screen to a written rubric with scored criteria

   Convert the hiring manager's gut feel into 4 to 6 scored dimensions so a ranked shortlist can be defended in a review call. Platforms such as Raffi score applicants against role-specific rubrics, which only works if the rubric exists first.

3. 03

   Confirm white-label and data-handling terms in writing

   Full white-label portals (HyRiX, Raffi) keep the client's brand on the candidate experience; partial white-label (VideoAsk at the Brand tier) may show vendor marks. Record who controls pricing, feature access, and dispute resolution, since vendor concentration turns a routine plan change into a delivery risk.

4. 04

   Set the candidate communication script and response window

   Tell applicants what the async step involves, how long it takes, and when they hear back. A 24-hour interview turnaround is a selling point only if the rejection message is equally prompt.

5. 05

   Run a 10-candidate pilot on one role before scaling to the full req list

   Label the pilot as a pilot, not a launch. Skipping that stage is the most common agency mistake when deploying AI into client environments, and it is how scope disputes start.

6. 06

   Insert a human review checkpoint between AI scoring and any client-facing shortlist

   Fewer than half of agent-generated insights lead to meaningful action, so a recruiter must read and sign off every ranked list before it reaches the client portal.

7. 07

   Document the retainer line item and per-screen cost before the first invoice

   Price the screen as a fractional recruiting add-on with a stated per-role or per-candidate rate, and reconcile it against platform fees so the margin survives month two.