01
Get to know the role
We sit down with the hiring manager to understand the work, the team, and what they need from the person joining them.
Candidate screening with your team in mind
Meet candidates who make sense for your team.
We take the time to understand what your hiring manager needs, then have real conversations with candidates before they reach your team. You’ll know why we’re recommending someone and what to ask next.
Time with your hiring managerThoughtful candidate conversationsClear recommendations
Candidate signal mapScreening criteria ready
On the resume
5+ years experience
Required certification
Industry background
Local availability
What the hiring manager needs
Technical depth
Manager expectations
Communication style
Team dynamics
Career motivation
Role-specific disqualifiers
Illustrative screening goalMore context for the next conversation.
Beyond the job description
A resume can check every box and still miss the role.
A job description can tell us which skills you need. Your hiring manager can tell us why: what the team is missing, where a new hire will need support, and what makes someone good at this particular job.
We start there, so we know what to ask when we meet your candidates.
Your screening work stays with U.S.-based professionals. We don’t offshore or outsource it overseas.
A typical first pass
Does the resume match?
- Years of experience
- Keywords and titles
- Education and certifications
- Basic availability
The EntryPoint screen
Does the candidate make sense for this manager, team, and role?
- Required and preferred qualifications
- Technical depth and practical experience
- Communication and working style
- What they want from their next role
How it works
Screening starts before the first candidate call.
Before asking a candidate whether they can do the job, we want to understand what doing it well looks like to you.
02
Agree on what matters
Together, we work out which skills are essential, where there’s room to learn, and what we should explore with every candidate.
03
Have the conversation
We ask candidates about their experience, how they work, and what they want next. Then we ask the follow-up questions that a resume can’t answer.
04
Help you decide who to meet
You get a clear recommendation: what stood out, where we have questions, and what your team may want to explore in an interview.
Ways to work with EntryPoint
One opening or a busy hiring calendar.
Some teams need help with one important hire. Others need someone they can count on as new roles open. We’ll work out the right level of support together.
Ongoing partnership
Ongoing screening support
When hiring is a regular part of your week, we help keep candidate conversations moving and stay close to what each hiring manager needs.
Focused search
Help with a specific hire
Bring us the role you’re working on. We’ll get to know the requirements, speak with candidates, and help you decide who to take forward.
Need help finding candidates, too? We can discuss limited sourcing support alongside screening.
Who we serve
When an open role affects the whole team.
An unfilled position means someone else is covering the work. We help your team take a closer look at candidates while you keep the business moving.
01Manufacturing
02Logistics
03Construction
04Industrial services
05Operational support
06Professional roles
The first interview should answer a better question than “Does this person look qualified?”
It should tell you whether the next interview is worth having.
Start here
Tell us what you are hiring for.
What’s the role? Where are you getting stuck? Tell us a little about what’s happening, and we’ll talk through how we could help.
Prefer email? info@entrypointworkforce.com