The 5 best AI CV screening tools in the UK

Recruiters across the UK are under growing pressure to make the recruitment process faster, fairer and more effective.

As a result, AI CV screening UK tools have become critical to modern talent acquisition strategies, saving hiring teams hours of time while helping them identify qualified candidates.

In this article, you’ll learn what AI CV screening is, discover five of the best tools available and find out what features to look out for when choosing a solution.

Disclaimer: Everything in this article is accurate as of August 2025. Software features and prices are subject to frequent change. It’s always worth double-checking with each provider before you commit.

What is AI CV screening?

AI CV screening describes the use of artificial intelligence and machine learning algorithms to evaluate job applications during the recruitment process.

Instead of recruiters manually reviewing every CV and cover letter, AI-powered software performs a first round of pre-screening. It scans for relevant keywords related to skills, qualifications and experience, ranking applicants based on how closely they match the role.

The use of AI CV screening has become more common as the number of applications per vacancy in today’s job market continues to grow. AI screening helps employers manage high volumes of candidates efficiently while keeping the hiring process moving.

5 Best AI CV screening tools for UK employers

Here are five of the best AI CV screening tools that UK employers are using to manage high volumes of applications and improve early-stage candidate evaluation.

1. Rippling

Rippling’s recruiting software combines robust applicant tracking with AI-powered feedback functionality for interviewers.

While most platforms include simple feedback mechanisms like star ratings or free text response boxes, Rippling gives interviewers customised feedback forms to provide nuanced candidate feedback.

Using AI, the software gathers the data to produce a visual overview of the feedback for each candidate, allowing for more efficient decision-making.

Rippling isn’t just a recruiting system. It’s a comprehensive, all-in-one platform that unifies recruitment with HR, IT and finance systems. With broad HR functionality like employee onboarding and performance management, it’s especially valuable for growing organisations.

2. HireVue

HireVue is an AI-powered video interview platform that allows job seekers to record answers to pre-set questions. It uses AI to analyse candidates’ skills, behaviours, and job-specific competencies. Hiring managers can set filters to advance or reject candidates based on their AI score automatically, or they can simply use HireVue’s analytics to gain insights for human review.

While HireVue can save recruiters time, some candidates may feel less comfortable with video assessments than written applications. For employers, this means HireVue could work well when communication skills are central to the role, but may be less effective when other skills are a higher priority.

3. Manatal

Manatal is a recruitment platform that combines applicant tracking with AI-driven candidate recommendations. It can parse CVs, score candidates and enrich profiles with data from LinkedIn and their other social media accounts. The platform also supports job posting across multiple boards and includes collaboration tools for hiring teams.

For companies handling high volumes of applicants, Manatal can streamline shortlisting by providing recruiters with a fuller picture of each candidate. However, organisations with strict data compliance requirements may need to review how the platform’s AI enrichment features align with their policies.Software that pulls candidate information from external sources, like social media, can raise questions about consent, transparency and GDPR compliance.

4. Sapia.ai

Sapia.ai takes a different approach to screening by conducting structured, online chat assessments. Candidates answer questions in a conversational format, and the AI analyses their responses to assess skills, work style and cultural fit.

The software can also detect AI-generated content in candidates’ responses, highlighting the use of AI tools like ChatGPT in their online chat interviews.

By asking every candidate the same structured questions, Sapia.ai can help reduce bias. However, the tool is not designed to evaluate technical skills or detailed work history. Employers in industries where technical qualifications are critical may need to combine Sapia.ai with other forms of assessment to build a complete picture of a candidate’s profile.

5. Workable

Workable is a full recruitment platform with AI features that include CV parsing, automated ranking and job description writing. Workable’s AI Recruiter uses generative AI (also known as ‘gen AI’) to surface the strongest matches for open roles and speed up candidate discovery.

For large organisations, this breadth of functionality is a major advantage. However, Workable offers more functionality than an SME might need or be able to invest in. As a result, the platform may be better suited to larger enterprises than smaller businesses.

Benefits of using AI CV screening tools

AI screening systems offer a wide range of benefits to recruiters and HR teams. While many of these advantages are about efficiency, they also support fairness, compliance and candidate engagement.

Saving time on repetitive CV screening tasks

When recruiters have to spend hours reading CVs manually, the risk of missing important information – and potentially strong candidates – is high. AI automates much of this time-consuming process. It parses the data, applies filters and generates a shortlist of the most suitable applicants. This frees recruiters to focus on interviews and relationship-building instead of repetitive admin.

Reducing human bias in shortlisting

Even when recruiters are trying their very best to be fair, unconscious bias naturally influences human judgement. AI helps reduce this bias by applying consistent, data-led criteria to all candidates. The system can highlight relevant skills and experience without being influenced by personal details such as a candidate’s name or background. AI is not a perfect solution to bias, but when monitored and audited properly, it can support more objective hiring decisions.

Improving the candidate experience with faster responses

Lengthy delays between applying for a job and receiving a response can be discouraging for job seekers. By producing shortlists quickly and efficiently, AI CV screening tools mean that candidates aren’t left waiting for an answer. Many systems send automated updates to applicants, letting them know their status. This helps keep talented candidates engaged while ensuring unsuccessful candidates still come away with a positive impression of the organisation.

Supporting hiring at scale during periods of growth

When businesses grow quickly, recruitment teams often struggle to keep up. AI systems can handle large volumes of applications with no compromise on accuracy. The tools are designed to maintain consistent standards even when hundreds of roles are open at once. This scalability makes them especially valuable for fast-growing SMEs and large enterprises expanding into new markets.

Providing insights into candidate quality and pipeline trends

Many AI screening tools can surface valuable insights for an organisation’s hiring pipeline. Recruiters can see where the strongest applicants are coming from, which skills are most common in the talent pool and where gaps exist. These insights help HR managers refine job adverts, adjust sourcing strategies and forecast future hiring needs.

7 key features to look for in AI CV screening tools

With many AI screening systems to choose from, it can be difficult to know where to start when evaluating the options. Here are seven key features that most hiring teams will find especially useful in an AI CV screening tool:

1. CV parsing and skills extraction

A reliable screening system must be able to extract structured information from CVs. Parsing tools read through applications to identify relevant keywords and extract details such as education, job history and skills. This data forms the foundation for ranking and analysis.

2. AI-driven scoring and candidate ranking

With the data extracted, many AI CV screening tools then score candidates against the requirements of a role and rank them to identify those who represent the best fit. This allows recruiters to focus their efforts on the most qualified candidates first.

3. Bias reduction and fairness auditing

A robust AI screening system should include checks to identify and reduce bias. Some tools can report on how demographic groups are represented at each stage of the recruitment process. Having visibility of this data can give recruiters confidence in the system’s fairness.

4. GDPR compliance and secure data handling

Because CVs contain sensitive personal data, UK employers must use tools that meet the requirements of the General Data Protection Regulation (GDPR). Candidate data must be handled securely and transparently. AI models must also be explainable so that employers can justify hiring decisions if challenged.

5. Customisable screening criteria

Because every role is different, recruiters must be able to customise their AI CV screening tool for each vacancy. Depending on the role, they might ask the system to prioritise specific qualifications, skills or target keywords.

6. ATS and HRIS integrations

Integrations with full applicant tracking systems (ATS) and HR information systems (HRIS) allow AI CV screening tools to fit neatly into HR teams’ existing workflows. This ensures that data flows smoothly across systems, which saves recruiters time and eliminates duplicated effort.

7. Reporting and analytics on candidate quality

Many AI CV screening tools include analytics features that allow recruiters to report on key metrics like time-to-hire and effectiveness of different candidate sources (e.g. job boards, employee referrals, etc). Having sight of this valuable data allows HR teams to plan ahead and improve processes over time.

UK recruiters, HR managers and employers will find all these features – and more – in Rippling’s recruiting software.

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AI CV screening FAQs

How do AI CV screening tools work?

AI screening tools use artificial intelligence and machine learning algorithms to analyse CVs. They extract details like skills, experience and education and compare them to the requirements of the role. The tools then rank candidates, highlighting those who are most qualified.

What’s the best AI CV screening tool for a small business in the UK?

While every small business is different, affordability and simplicity are likely to matter to the majority of SMEs. Review a tool’s functionality carefully before making a decision – make sure it meets your hiring team’s needs without overwhelming them with features they don’t need. Consider requesting a demo to see the tool in action before investing.

Are there any risks involved with AI CV screening tools?

Like any technology, AI CV screening tools carry certain risks. One concern is bias, as algorithms reflect the data they’re trained on. A system trained on biased data is likely to generate biased results.

AI screening systems should be audited regularly to manage compliance and accuracy. AI models must also be explainable so that employers can justify hiring decisions if they are ever challenged.

Is AI CV screening GDPR compliant?

For UK employers considering any new tool or piece of software, GDPR compliance should be non-negotiable. While many AI CV screening tools are GDPR-compliant, employers shouldn’t assume this is always the case. When evaluating a potential tool, look for evidence of secure data handling, consent processes and clear audit trails. Check the provider’s website for confirmation of its data compliance policies, including GDPR.