Calibrated first
Hiring manager intake captures technical requirements, work-style expectations, and more before screening begins.
Candidate screening services for mid-sized hiring teams
Stop sending weak-fit candidates to the people whose time matters most.
EntryPoint gives mid-sized companies a disciplined screening layer before candidates reach HR or the hiring manager. We calibrate the role, screen for the real requirements, and submit concise, evidence-based recommendations your team can act on.
Structured screens
Candidate conversations are tied to the role, not gut feel.
Same-day reporting
Hiring teams receive concise summaries with fit, concerns, and recommended next steps.
Hiring slows down when candidate screening is not tied to the actual role.
Most hiring waste does not come from a lack of resumes. It comes from unclear screening standards before the first interview.
When role requirements, compensation expectations, and manager preferences are not translated into a clear screening process, HR teams and hiring managers spend too much time sorting through candidates who should not have advanced.
Hiring managers repeat themselves.
They explain the same must-haves, disqualifiers, and work-style needs after candidates are already in process.
HR gets trapped in resume triage
Internal teams spend too much time deciding who is worth a conversation instead of moving qualified candidates forward.
Candidates feel the gaps.
When compensation, fit, or next steps are vague, good candidates lose confidence in the process.
Candidate screening built around role calibration, structure, and clear documentation.
EntryPoint does not screen from a shallow checklist. We turn the hiring manager’s real expectations into an objective screening path, then evaluate candidates against the requirements that matter for the role.
Calibrate the role
We capture must-haves, nice-to-haves, disqualifiers, compensation range, urgency, and manager fit.
Triage candidates
Every profile is reviewed against the intake notes before a screen is scheduled, held, or declined.
Run structured screens
Candidate screens assess role requirements, motivation, communication, logistics, availability, and compensation alignment.
Submit clear recommendations
Hiring teams receive concise summaries with fit, concerns, and a recommended next step.
What EntryPoint screens for before candidates reach your hiring team
Each candidate evaluation is job-related, evidence-based, and aligned with the hiring manager’s stated requirements.
Technical must-haves
Role-specific experience, tools, certifications, industry context, and clear evidence of capability.
Work-style alignment
Communication, pace, ownership, pressure response, and manager expectations that were defined during intake.
Motivation and trajectory
Why the candidate is interested, what they are leaving, and whether the move makes practical sense.
Compensation and logistics
Salary alignment, availability, schedule constraints, location or remote expectations, and process readiness.
Candidate recommendations should be clear enough to act on.
A submitted candidate should tell the hiring team why the person is worth the next conversation and where the real risks are. EntryPoint keeps candidate summaries concise, objective, and tied to the requirements defined before screening began.
Same-business-day communication
Client messages receive timely acknowledgment so hiring work does not stall quietly.
Objective documentation
Recommendations are grounded in observed evidence and the role's stated requirements.
Candidate advocacy
Compensation and next-step expectations are handled clearly so qualified candidates are not disadvantaged by confusion.
Choose the hiring support model that fits your hiring volume.
EntryPoint gives hiring managers a better front-end screening process before candidates reach HR or final interviews. Use placement pricing for occasionall hires, or choose a monthly retainer when you expect recurring hiring activity.
Placement-Based Search
A success-based option for companies making occasional hires or testing EntryPoint before moving into a recurring engagement.
10%of first year salary
Starter plan includes
- Hiring manager intake to understand technical, cultural, and role-specific requirements.
- Candidate screening before candidates are sent forward.
- Best when hiring needs are infrequent or tied to one defined position.
- No monthly commitment beyond the agreed search terms.
Monthly Screening Retainer
A capacity-based partnership for companies with ongoing hiring needs, repeated roles, or multiple expected hires per month.
Custom Rate/ month
Includes:
- based on active roles, hiring volume, screening depth, and reporting cadence.
- Reserved monthly screening capacity for continuous hiring support.
- More economical when multiple hires are expected in the same month.
- Consistent hiring-manager calibration across recurring roles.
- Structured reporting, candidate feedback loops, and process refinement.
When does the retainer usually make more sense?
If one $60,000 hire would create a $6,000 placement fee, two similar hires in one month would create $12,000 in placement fees. For companies expecting multiple monthly hires, a scoped retainer can create better cost predictability while giving EntryPoint room to support the process continuously.
As a general rule-of-thumb:
- One occasional hire: placement-based pricing may be cleaner.
- Two or more hires monthly: a retainer often becomes more economically efficient.
Frequently asked questions
What are candidate screening services?
Candidate screening services help employers evaluate candidates before they reach HR leaders or hiring managers. EntryPoint reviews candidates against the role requirements, conducts structured screening conversations, documents job-related evidence, and recommends whether a candidate should move forward in the hiring process.
How is EntryPoint different from a staffing agency?
EntryPoint is not positioned as a traditional staffing agency. Instead of focusing primarily on sourcing, EntryPoint acts as a screening layer for companies that need better candidate evaluation before interviews. We help hiring teams clarify the role, screen candidates against defined requirements, and submit clear recommendations.
Does EntryPoint source candidates?
Yes. EntryPoint can source candidates from select channels when the engagement includes sourcing support. Our primary value is making sure candidates are evaluated against the role’s real requirements before they reach the hiring team.
What types of companies use EntryPoint?
EntryPoint is built for mid-sized companies that need a more structured candidate screening process before candidates reach HR or hiring managers. The best fit is usually a company with active roles, limited internal screening capacity, or positions where both technical ability and work-style alignment matter.
What happens during the hiring manager intake process?
During hiring manager intake, EntryPoint clarifies the role basics, business context, urgency, must-have qualifications, nice-to-have qualifications, disqualifiers, compensation range, interview stages, and work-style expectations. This intake step turns the hiring manager’s expectations into a practical screening standard.
Why does role calibration matter before candidate screening?
Role calibration matters because screening is only useful if candidates are being evaluated against the right standard. Without clear calibration, hiring teams waste time reviewing candidates who may look acceptable on paper but do not match the actual requirements, manager expectations, compensation range, or role context.
What does EntryPoint evaluate during a candidate screen?
EntryPoint evaluates job-related qualifications, role-specific experience, communication quality, motivation, compensation alignment, availability, logistics, and work-style alignment with the hiring manager’s stated expectations. The goal is to produce a clear recommendation based on observable evidence.
What does the client receive after a candidate screen?
After a candidate screen, the client receives a concise summary that explains the candidate’s fit, relevant evidence, concerns, and recommended next step. The purpose is to help the hiring team make a faster, better-informed decision about whether to move the candidate forward.
How does EntryPoint help protect hiring managers’ time?
EntryPoint protects hiring managers’ time by screening candidates before they reach the manager interview stage. Candidates are reviewed against calibrated role requirements, and only those with a clear, documented reason to move forward are submitted for client consideration.
How does EntryPoint support HR teams?
EntryPoint supports HR teams by reducing resume triage, improving screening consistency, and creating clearer documentation before candidates move deeper into the process. This helps HR teams spend less time sorting through uncertain fits and more time managing qualified candidates.
How does EntryPoint handle compensation alignment?
EntryPoint confirms compensation expectations during screening and compares them against the approved range or plan captured during intake. This helps prevent avoidable misalignment later in the hiring process and protects both the client’s time and the candidate’s expectations.
Is candidate screening useful if we already have an internal recruiter?
Yes. Candidate screening can still be useful when a company already has an internal recruiter. EntryPoint can support overloaded teams, add structured screening capacity, improve hiring-manager alignment, and provide consistent documentation before candidates reach later-stage interviews.
Can EntryPoint help with technical roles?
Yes. EntryPoint can support technical roles when the requirements are properly calibrated with the hiring manager. The screening process can include role-specific experience, tools, certifications, technical context, disqualifiers, and examples that help determine whether the candidate should move forward.
Can EntryPoint work remotely with hiring teams?
Yes. EntryPoint can support clients remotely through structured intake conversations, video screening interviews, documented scorecards, and clear client summaries. The process is designed to keep candidate screening organized even when clients, candidates, and hiring teams are not in the same location.
How do we start working with EntryPoint?
Start by requesting a screening consult. EntryPoint will review your hiring needs, clarify the role or roles where screening support may help, and determine whether a calibrated candidate screening process is a good fit.
Start with one role and see the difference a calibrated screening layer makes.
EntryPoint is a strong fit for mid-sized companies with active candidate flow, overloaded hiring teams, or roles where technical ability and work-style alignment both matter.