Screening Setup

This page walks through configuring a screen in detail — the two sharing modes, each tab of the interview builder, and the emails candidates receive. For a high-level picture of what Screening does, start with the Screening Overview.

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Choose how candidates join

When you create a screen, pick one of two modes. The choice determines where candidates come from and whether decisions sync anywhere outside Metaview.

• Connect to an ATS role. Metaview pulls candidates from a stage in your connected ATS, posts a note to each candidate’s profile as they progress, and moves them to the ATS stages you choose when you Progress or Reject. This is the right choice when the role already lives in your ATS.
• Share an invite link. Metaview generates a link you can paste into a job description, outreach email, or anywhere else. Candidates enter their name and email to get their personal interview link. These screens live entirely in Metaview — there is no ATS stage to import from, no stage sync, and no automatic rejection email from your ATS. See Inviting Candidates for the full flow.

A screen uses one mode for its lifetime: you can’t mix ATS-imported candidates with invite-link candidates on the same screen. Share an invite link is available for all workspaces. If you don’t see the option when creating a screen, your workspace admin can enable it in Workspace preferences → Screening.

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ATS-connected screens

ATS-connected screens pull candidates from your connected ATS and push decisions back.

List of currently supported ATS providers for Screening

• Abacus Umantis
• Ashby
• Atlas
• BambooHR
• Breezy HR
• Bullhorn
• Carerix
• Crelate
• Dayforce
• Eploy
• Gem
• Greenhouse
• iCIMS
• JobAdder
• Jobvite
• Kula
• Lever
• Loxo
• Manatal
• Oracle Recruiting Cloud
• OTYS
• Pinpoint
• Recruit CRM
• Recruitee
• Recruiterflow
• SAP SuccessFactors
• SmartRecruiters
• Spark Hire Recruit
• Teamtailor
• TrackerRMS
• UKG Pro
• Workable
• Workday
• Zoho Recruit

For Crelate, screening decisions are recorded in Metaview but not pushed back to the ATS.

When you create a screen, you configure:

• Import stage: the pipeline stage candidates are imported from. Anyone in this stage appears in the screen’s Unenrolled tab, ready for you to enroll. Nobody is contacted until you enroll them.
• Progressed stage: where candidates move in your ATS when you progress them.
• Rejected stage: where candidates move in your ATS when you reject them.
• Rejection email template and default rejection reason: used when candidates are rejected. Email templates come straight from your ATS, and you can override both on individual rejections.

Each stage on a role can only feed one active screen, so if a stage is unavailable during setup, another screen on that role is already using it. To change these settings later, click the … menu next to the screen and select Edit. From there you can rename the screen and update the progressed stage, rejected stage, rejection reason, and rejection email template.

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The Interview Builder

Everything a candidate hears, sees, and receives is configured in the Builder, across four tabs: Setup, Interview, Context, and Outreach. The pane on the right previews whatever you’re editing — the candidate’s welcome screens, an email, or the interview itself. Switch it to Agent chat to describe the changes you want in plain language instead of editing fields yourself. The agent can configure almost any part of the screen: questions, rubrics, and the interview plan, plus languages and voices, the camera setting, the welcome message, the invitation email, the deadline, and reject-at-deadline. Describe what you want in one message — for example, change the deadline to 10 business days, add French as a second language, require camera on, or rewrite the follow-up on question 3 to ask for a specific example. The agent proposes each change as a card on the relevant tab. Review the cards in context, then Accept or Dismiss each one, or Accept all to apply everything at once. A few things stay in the builder tabs: ATS stages, rejection reasons and rejection email templates, your logo, and the sending mailbox. If you ask the agent for one of these, it points you to where to change it.

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Setup: how candidates take the interview

Candidate video — choose whether a candidate must, can, or cannot have their camera on:

• On — video is required.
• Optional — the candidate decides for themselves.
• Off — a fully audio-only interview. Candidates can’t turn video on, and you receive the audio recording and transcript.

Candidates who do use their camera can blur their background before joining. The setting has no effect on scoring: ratings come from the transcript either way. Interview languages — choose the languages candidates can take their interview in, and a voice for each. Use the play button to sample a voice before committing, and Add language to offer more than one. With more than one language enabled, candidates pick their preferred one on the welcome screen, and the interviewer conducts the whole conversation in it. They can only choose languages you’ve enabled. With a single language enabled there’s no picker, and everyone interviews in that language. Screening supports 18 languages — see the Screening FAQs for the full list. Branding — upload the logo candidates see on their welcome screen and at the top of the outreach email, in place of the Metaview logo. Welcome experience — customize what candidates see before their interview starts:

• Welcome message: shown below the greeting, with basic formatting. Leave it blank to use the default.
• Intro video: upload a short video of yourself, or record one on the spot with your camera and microphone, to add a human touch before the interview. Three minutes maximum.

The preview pane steps through what the candidate actually sees: Welcome (your message, the estimated interview time, and a summary of their microphone, camera, and language), then What to expect, then the Device check.

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Interview: the plan itself

The interview is a series of steps, each with a title and a goal describing what the step is trying to achieve. Steps show their question count and an estimated duration, and you can drag them — and the questions inside them — into a different order. Each question has:

• Question format — Conversational questions are open spoken questions, Multiple choice questions present options on screen, Scenario: Conversation questions play out a short realistic exchange, Scenario: Role-play questions have the interviewer play a defined character while the candidate responds, and Code snippet questions show the candidate a syntax-highlighted piece of code to read and talk through — paste your own code, or leave it blank for the interviewer to generate one.
• Question — what the interview assistant asks the candidate.
• Follow-up — an optional probe to draw out specifics. Leave it blank to let the assistant decide when and how to dig in.
• Answer format — how the answer is captured. Fit Score rates it against your rubric as Great, Good, Okay, Poor, or Inconclusive. Yes/No, Number, Text, and Date extract it into that value instead, which is useful for facts you want in a consistent shape across candidates — a notice period, years of experience, a start date. Every format is analysed either way, with notes and links to the evidence in the transcript.
• Rubric — an example of what a strong answer looks like. This is what the candidate’s answer is reviewed against, so the more specific you are here, the more useful the scoring. See Screening Best Practices for how to write these well.

You can hear how any of it plays out before inviting candidates. The preview pane offers Test this question to run just the question you’re editing, and Test full interview to run the whole interview from the start. Both are free.

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Scenario: Role-play

Scenario: Role-play lets you hear how a candidate handles a situation — a frustrated customer, a sales objection, a troubleshooting call — by having the AI interviewer play a character and respond as the conversation unfolds. A role-play question is configured with:

• Scene — the situation the candidate is stepping into.
• Candidate’s role — who the candidate is playing in the exchange.
• Character brief — what the AI’s character wants, how they react, and what they only reveal if asked.
• Rubric — what a strong answer looks like. The exchange is reviewed against this the same way other formats are.
• Follow-up — an optional probe after the role-play, same as other formats.

Test this question in the preview pane runs the role-play from your side so you can hear how the character behaves before inviting candidates.

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Context: what the interviewer knows

Context shapes both the interview plan Metaview drafts for you and the conversation itself:

• Role context — the role and responsibilities you’re hiring for. Attach a job description or write it out.
• Company context — background on your company and team, so the interview is grounded in where the candidate would actually be working.
• Candidate context — a toggle that lets the AI see the candidate’s resume and their answers to your application questions, so it can ask about what they actually wrote rather than covering the same ground again.

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Outreach: emails and timing

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Invitation

The email inviting candidates to their interview:

• From: the address the invitation is sent from. By default, emails are sent by Metaview on your behalf and appear as coming from your company’s hiring team.
• Cc / Bcc: copy your team on every email sent to candidates.
• Subject and message: fully editable, with basic formatting and variables you can insert — First name, Job title, Company, Interview length, Deadline, and Days to deadline.
• Logo: shown at the top of the email.
• Opt-out link: adds an Opt out link to the email footer so candidates can decline AI screening. Opted-out candidates receive no further emails and can’t be enrolled unless you opt them back in. The link is also there to copy if you want to use it elsewhere. Some jurisdictions give candidates the right to opt out of AI-assisted processing, so we recommend enabling it — see Screening Best Practices.

Use Send test email to receive the invitation yourself and check it reads the way you want.

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Reminders

Reminders are handled for you, based on the deadline — the Scheduling & deadline card tells you when they’ll land. On a 7-day deadline, for example, candidates are reminded 3 days and 1 day before it. Reminder emails are sent automatically and aren’t editable; you can read both in the preview pane, alongside the invitation. If you set no deadline, candidates receive a single invitation and no reminders.

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Scheduling and deadline

• Send invitation: immediately when a candidate is enrolled, or after a delay of 1 to 14 days from enrollment.
• Deadline to complete: how long candidates have to finish the interview, from 1 to 14 days after the invitation, or no deadline at all.
• Reject at deadline: automatically reject candidates who haven’t completed their interview in time, using the rejection reason and email template you chose. This is off by default, and it’s the only automatic action in Screening — triggered by the deadline, never by a rating.

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Extending one candidate’s deadline

The settings above apply to everyone on the screen. To give a single candidate more time — illness, travel, trouble getting in — open their … menu and select Extend deadline, then pick a new date. Their invite link works up to the new deadline, any remaining reminders move with it, and they receive an email confirming the new date with a Start your interview button. Nobody else on the screen is affected.

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Heads-up email from your ATS

The Outreach tab also suggests a short heads-up email to send from your own address before the Metaview invitation lands, which can meaningfully increase completion rates. Metaview doesn’t send this one — copy the suggested subject and message and set it up as an automated email in your ATS.

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Inviting Candidates

How candidates reach the interview depends on which mode you picked when you created the screen. Both modes start from the Invite candidates button at the top of the screen and share the same Builder; what changes is how candidates get a link.

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ATS-connected screens

No candidate is contacted automatically when you create a screen. Invitations start only once you enroll candidates — either by enrolling them yourself, or by turning on Auto-enroll.

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Auto-enroll

Turn on Auto-enroll in the Unenrolled tab to hand enrollment over to Metaview. It enrolls everyone currently in the screen’s import stage, and keeps enrolling new candidates as they arrive in that stage — so invitations go out without you returning to the screen. Auto-enroll automates the invitation, not any assessment or decision. It’s worth checking your first few scorecards against the recordings before switching it on, so you’re happy with your rubrics before candidates arrive at volume — see Screening Best Practices. If you run out of credits. Auto-enroll can’t be switched on while your balance is at zero — the toggle is disabled and points you to add credits. If it was already on when your credits ran out, it stays on, but candidates matched after that point stay in Unenrolled and aren’t invited. Once you top up, they’re enrolled the next time Metaview syncs with your ATS rather than the moment you add credits, so allow a little time for the backlog to clear.

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Sending a link yourself

If you’d rather share the interview link through your own channel, open the screen’s … menu and select Copy invite link. On an ATS-connected screen this link only reaches candidates already on the screen: they enter an email that’s on their candidate record and receive their own interview link. It can’t add someone new, so candidates still need to reach the import stage in your ATS with an email address on their record. For someone already enrolled, Copy invite link in their own … menu gives you their personal link — the one to use if their invitation went astray and you want to resend it.

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Tracking opens

Once a candidate is enrolled, their row shows an Outreach status — Not invited, Invited, and so on — alongside an Opened column recording the first time they opened the invitation email or their interview link. Email opens are tracked with an invisible image in the message, so the timestamp records the first request for that image rather than the moment the candidate read it. Mail privacy features such as Apple Mail Privacy Protection, and corporate email security scanners, fetch images automatically — often for many messages in one pass. That can log an open before the candidate has seen the email, and it’s why several candidates on the same screen sometimes show an identical or near-identical open time.

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Invite-link screens

On an invite-link screen, candidates register themselves. You generate the link, share it, and anyone who opens it enters their name and email to receive their personal interview link. Decisions stay in Metaview. When you Progress or Reject a candidate on an invite-link screen, the decision is saved against the candidate in Metaview. There is no ATS stage to move them to, and Metaview does not send an automatic rejection email — rejection messages for these candidates are the hiring team’s responsibility. The Rejection email template and Default rejection reason settings described in ATS-connected screens don’t apply here. Mixed modes aren’t supported. A single screen uses either the ATS or the invite link, not both. If you need to screen candidates from both sources for the same role, create two screens. Adding candidates by email or CSV isn’t supported yet. The invite link is the only way for candidates to join an invite-link screen. For a one-off candidate, share the same link with them directly.

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Permissions and Sharing

Who can see a screen depends on your role in Metaview and your ATS: Screens can also be shared directly. Click Share on a screen to invite specific teammates or copy a link, with access limited to invited people or anyone in your organization. Anyone opening a shared link must sign in to your Metaview workspace.

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For problems with invitations, enrollment, updating a screen, or your ATS — and other specific questions — see Screening FAQs & Troubleshooting.