Use Smart AI Resume Screening Tool

Kingsley AI helps recruiters screen resumes with confidence—without the risk of candidates faking qualifications through keyword stuffing or hidden tricks. This guide explains how Kingsley evaluates Resumes in context, ensuring accurate, fair results for every role.

Overview

Unlike traditional resume screeners that rely on surface-level keyword matching, Kingsley uses advanced AI to analyze the context and relevance of a candidate’s experience. Even if a candidate tries to game the system by copying job descriptions into their Resume or hiding keywords in white text, Kingsley ignores irrelevant signals and focuses only on what truly matters: proven skills, experience, and role fit.

Step-by-Step: Screening Resumes with Kingsley AI

1. Open a Job Post on Discovered

Log into your Discovered account.
Go to Job Post in the navigation bar.
Click a job post to open it.

Note: If you don't have a job post yet, follow this knowledge base article to create one. Also, if you want to evaluate a candidate whose resume is not available on the Discovered platform, you can upload it in the following way:

Go to Candidates in the navigation bar.
Go to the candidate profile (name of the candidate).
Use the "Upload Resume" button to upload the candidate's resume if you already have that, or click the "Ask for Resume" button to request a Resume.

2. Add "Internal Job Description" If Not Already Done

After opening a job post, click the tab "Find & Evaluate Talent". Scroll down and locate "Internal Job Description" under "Evaluate candidates".
Click "Internal Job Description" and add or edit what you need.

Note: The Internal job description is not the job advertisement you posted. It contains the responsibilities of the position along with some information about the company. The AI evaluates a resume based on this information.

3. Open a Candidate Profile

Note: If you don't have any candidates yet on a job post, promote it on relevant job boards.

4. Check the Kingsley AI Evaluation

See what Kingsley AI says about the candidate on the right side.

Note: On the left side, you'll see the resume of the candidate. You can easily see if the candidate's resume matches the requirements of the job. The AI evaluates experiences, skills, industry background, and location fit.

5. Check the Star Rating and Update It If Required

Check the blue star rating and think if you agree with it. If you don't agree, simply click the rating you want.

Note:

If you change the rating, it'll turn yellow so you or anyone from the team can easily understand that this is a human evaluation.
If you want to re-evaluate a resume, simply go to the Internal Job Description option again, customize your requirements and get back to the candidate profile again to see new evaluation by the AI in same way as discussed in Step 4.

Important Note on Resume Screening

Some candidates attempt to manipulate AI resume screeners by inserting hidden, non-human-readable prompts (for example, white text on a white background or keyword stuffing in metadata). These methods are intended to trick the AI into giving an artificially higher score, or sometimes shortlist candidates based on the fake text.

Kingsley AI is designed to detect and ignore these tactics. It focuses on meaningful, context-based evaluation—such as relevant experience, industry background, role responsibilities, and location fit—rather than falling for hidden or irrelevant text.

This ensures that hiring teams get authentic, accurate insights into candidates, and resumes are evaluated on real qualifications rather than unethical tricks.

Why This Matters

Hiring teams waste time when irrelevant candidates slip through because of keyword-stuffed resumes. Kingsley solves this problem by:

Detecting real, contextual experience rather than word matches.
Weighing industry relevance and job-specific skills.
Considering practical details like location and commute feasibility.
Ignoring tricks like hidden or duplicated text.

This ensures you only spend time reviewing candidates who are genuinely qualified.

Use Cases

Recruiters: Confidently shortlist candidates knowing no one can trick the system with fake or inflated Resumes.
Hiring Managers: Trust that top-scored candidates have real experience aligned with your job needs.
Agencies: Present Kingsley’s results to clients as proof of reliable, bias-resistant screening.

How It Works

Kingsley AI goes beyond keyword recognition. It uses natural language processing (NLP) and context-driven algorithms to:

Match experience to role requirements instead of isolated terms.
Compare skills depth and relevance rather than keyword density.
Factor in geographic considerations (commute feasibility, relocation intent).
Ignore hidden or irrelevant text (like pasted job descriptions).

This ensures results that can’t be manipulated by candidates attempting to “outsmart” the system.

Best Practices

Write clear, detailed job descriptions—Kingsley works best when requirements are specific.
Use Kingsley’s candidate feedback notes to explain rejection reasons internally or to clients.
Combine Kingsley scoring with structured interviews for a complete, bias-free hiring process.

Tip: Encourage hiring teams to rely on Kingsley’s contextual insights instead of manual keyword scanning—this saves time and reduces hiring mistakes.

What Happens Next

Once Kingsley has screened resumes:

Top candidates will be highlighted for interviews.
Future resumes will be scored consistently using the same standards.
Manipulative tactics (like keyword stuffing) will never affect rankings.

With Kingsley AI, you can confidently move forward knowing only the best, most relevant candidates make it through.