Your "Time-to-Hire" is the only metric that matters. Here is how to fix it.
The average recruiter spends 6 seconds looking at a resume before making a "Keep" or "Reject" decision.
Six seconds.
In that time, they are scanning for:
Current Job Title.
Company Names (Brand recognition).
Education.
If those things don't jump off the page immediately, the candidate is discarded. This "skimming" approach was necessary when we were dealing with paper stacks. But in a digital world, it is a liability.
It means you are rejecting candidates based on Formatting, not Potential.
The "Black Hole" of the ATS
To solve the volume problem, companies implemented Applicant Tracking Systems (ATS). But most legacy ATS parsers are dumb. They rely on "Keyword Matching."
If the Job Description says "Project Management" and the resume says "Managed Projects," a strict keyword match might miss it.
If the resume has a creative two-column layout, the parser might read the text across the page, turning "2018-2020" into gibberish.
This is why 75% of resumes are never seen by a human eye. They fall into the "ATS Black Hole."
Context is King
SCANNY AI approaches parsing differently. We don't just look for keywords; we look for Context.
A Senior Developer might not list "Leadership" as a skill bullet point. But they might write: "Mentored 4 junior engineers and led code reviews."
A standard keyword search misses that. AI understands it.
By using Large Language Models (LLMs) to parse documents, we can extract:
Implied Skills: Skills demonstrated by experience, not just listed tags.
Normalized Dates: instantly calculating "Total Years of Experience" regardless of how the candidate wrote the dates (Jan '20 vs. 01/2020).
Contact Info: Accurate extraction of emails and phones, even from footers or headers.
Removing the Bias
Manual screening is inherently biased. We unconsciously prefer candidates who went to schools we know or worked at companies we recognize.
When you automate the extraction of data into structured JSON, you level the playing field. You can present your hiring managers with a standardized "Candidate Profile" that focuses purely on Skills and Experience, stripping away the formatting bias of the PDF.
Speed Wins Talent
The best candidates are off the market in 10 days. If your process involves:
Application.
2-day wait for recruiter review.
3-day wait for hiring manager review.
You have already lost them.
By automating the parsing and scoring of resumes the second they hit your inbox, you can trigger an interview request instantly.
Test the API
We built SCANNY AI to handle the messy reality of resumes. Creative fonts, weird margins, photos, and columns—we parse it all.
Early Access Offer: We are offering Free Credits to HR Tech platforms and Recruitment Agencies. Upload a batch of your most complex resumes and see the accuracy for yourself.
Stop skimming. Start hiring.
Claim your Free Credits: https://scanny-ai.com/
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