> ## Documentation Index
> Fetch the complete documentation index at: https://support.metaview.ai/llms.txt
> Use this file to discover all available pages before exploring further.
# Screening Setup
> Configure a screen in detail: ATS stages, the interview builder, the candidate experience, invitation emails, deadlines, and team access.
This page walks through configuring a screen in detail — the ATS connection, 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](/screening/overview).
## ATS Setup
Screening pulls candidates from your connected ATS and pushes decisions back.
* 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 and Workday, 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.
Metaview also keeps your ATS up to date as candidates move through screening: a note is posted to the candidate's profile when their interview is evaluated and when a decision is made, and every invitation email is logged against their record.
***
## 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 rewrite questions, tighten rubrics, and restructure your plan.
Your work saves as you go — `Draft saved` appears next to the `Publish` button. Candidates keep taking the currently published version of the interview until you click `Publish` again.
### 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](/screening/screening-faqs) for the full list.
One screen with several languages can cover a role you're hiring for across regions, instead of a separate screen per market. Enable the languages your team can also support later in the process — someone will need to review the scorecard and run the next conversation.
**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`.
### 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, and `Scenario: Conversation` questions play out a short realistic exchange.
* **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](/screening/best-practices-screening) for how to write these well.
No question acts as a knockout. A `No` answer, a number, or a date never rejects anyone on its own, and there are no automatic thresholds. Typed answers feed into the candidate's overall result — evidence that genuinely rules someone out for the role can contribute to an overall `Poor` — but progressing and rejecting stays your decision.
You can hear how any of it plays out before publishing. 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.
### 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.
This is the single biggest lever on the quality of your first draft. A thin role context produces generic questions; a specific one — what the job really involves, what good looks like, what to watch out for — produces a plan that needs far less editing.
### Outreach: emails and timing
#### 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](/screening/best-practices-screening).
Use `Send test email` to receive the invitation yourself and check it reads the way you want.
#### 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.
#### 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.
#### 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.
#### 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.
***
## Publishing and Enrolling Candidates
No candidate is contacted automatically when you create a screen. Invitations start only once you've published the screen and enrolled candidates — either by enrolling them yourself, or by turning on `Auto-enroll`.
In the `Builder`, open `Outreach`. Review the invitation email, choose whether it sends immediately or after a delay, and set the completion deadline. `Send test email` sends you a copy first.
Use `Preview as candidate` to test the experience, then click `Publish`. Candidates can't be enrolled until the screen is published.
Go to the `Candidates` tab and select `Unenrolled`. Everyone sitting in the screen's ATS import stage appears here, and nobody in this list has been contacted yet.
If prompted, click `Confirm email` or `Add email` beside a candidate and choose the address to use. Candidates need a confirmed address before they can be enrolled.
Select one or more candidates and click `Enroll`. For a single candidate, you can also open the `…` menu on their row and select `Enroll`.
Each enrolled candidate is sent a personal interview link, on the timing you set in `Outreach`. If you set a deadline, reminders are sent automatically as it approaches.
If a candidate doesn't appear in `Unenrolled`, add or move them to the screen's import stage in your ATS. Recent ATS changes can take up to around 30 minutes to sync.
### 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](/screening/best-practices-screening).
**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.
### 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`. 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.
***
## Permissions and Sharing
Who can see a screen depends on your role in Metaview and your ATS:
| Role | Access level |
| - | - |
| **Metaview workspace admin** | Can access all screens across all roles. |
| **Hiring team member** | Can access screens for roles where they are on the hiring team in your ATS. |
| **Other users** | No access unless a screen is shared with them. |
Screens can also be shared directly. Click `Share` on a screen to invite specific teammates or generate a link, with access limited to invited people, anyone in your organization, or anyone with the link.
Whoever created the screen receives an email each time a candidate's interview is assessed, with the rating and a summary. Teammates with access to the screen don't receive these emails — they can check results in the app.
***
For problems with invitations, enrollment, publishing, or your ATS — and other specific questions — see [Screening FAQs & Troubleshooting](/screening/screening-faqs).
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