Setting up a screen used to be the tedious part. You would copy the title, retype the requirements, and then stare at a blank box trying to think of good questions. Multiply by every open role and it is an afternoon.

Now it is a paste.

How it works

On the new-role page there is one box: paste the posting. Any format is fine, a careers page, the text of a PDF, an email from the hiring manager. Ten seconds later the full role is filled in:

Title, location, seniority, and pay as written in the posting.
A clean description, requirements, and responsibilities, split into lists.
Five screening questions, written for this role.

You review all of it before you save. Fix a title, delete a question, add the one the hiring manager insists on. Then you get the apply link.

What the questions look like

The drafted questions follow the same rules we recommend for hand-written ones: specific, answerable in a minute, tied to the job. For a line cook posting we tested, the draft was:

Walk me through your recent experience in a scratch kitchen, including the stations you worked.
Tell me about a busy service where you had to keep your station clean and stocked. How did you manage it?
Do you have a current food handler card?
This role is evenings and weekends on your feet. Is that schedule workable for you?
What is the heaviest lifting you have done regularly on a job?

Not every draft is perfect, which is why you edit before saving. But it is a strong first pass, and it takes the blank-page problem away.

The goal is not to remove you from writing questions. It is to make the first five appear so you only have to improve them.

The same parser runs behind the API

If your applicant tracking system creates roles in PhoneScreen automatically, it is using the same parser. Post the job text to the create-job endpoint and you get back the structured job, the five questions, and the apply link in one response. Recruiters see the same role in the dashboard and can edit the questions there.

A few tips

Paste the whole thing. Perks, schedule, and pay range help the interviewer answer candidate questions later.
Put the must-haves near the top. The parser pulls requirements from anywhere, but clearly stated ones become clearer questions.
Edit the questions once, then leave them. Changing questions after candidates have been screened makes their scores harder to compare. Completed screens always keep the questions they were asked.

Then share the link, and the first scorecards show up while you are still reading the posting.