Companies are using AI to filter you — here's how to pass

·5 min read·Johan Andersson

The short answer

If you're applying for jobs today — especially at mid-size and large companies — an AI is probably reading your CV before a human does. 83% of companies now use AI to review CVs, and adoption is accelerating. That doesn't mean you're doomed. It means you need to understand what these tools look for, and adapt. Here's how.

What happens to your CV after you hit "Apply"

The picture most people have: you submit your CV, a recruiter opens it, reads through it, and decides whether to move forward. That picture is increasingly wrong.

The reality in 2026 looks more like this: your CV is uploaded into an ATS (Applicant Tracking System). An AI analyses the text — extracting roles, skills, education, and experience. It compares against the job posting. It assigns you a match score. The recruiter sees a ranked list. Those who fall below a certain threshold — maybe 60% match — may never be seen by a human.

This doesn't mean 75% of all CVs are "thrown out by a robot" — that widely-cited figure actually has no primary source and traces back to a startup that shut down in 2013. But the reality is challenging enough: for popular positions, you're competing with hundreds of applicants, and AI determines who appears at the top of the recruiter's view.

The tools reading your CV (and sometimes interviewing you)

KIKU — AI that runs the entire first interview

KIKU is a European AI tool that doesn't just screen CVs — it conducts the entire first-round interview via voice call, chat, or video. Candidates receive an invitation by SMS or email, choose their format, and answer role-specific questions. The AI evaluates responses and creates a shortlist.

It's already used in retail, logistics, healthcare, and sales — industries with high application volumes. KIKU reports that 88% of candidates are screened within 24 hours.

HireVue — video analysis at scale

HireVue is one of the most widely used screening tools globally. Candidates record video answers to pre-set questions. The AI analyses responses — not your facial expressions (that feature was removed in 2021 after criticism), but word choice, structure, and relevance.

The scale is enormous: during just the first quarter of 2024, 20 million video interviews and assessments were conducted via HireVue.

Tengai — the Swedish interview robot

Tengai was developed in Stockholm as a physical robot that conducts structured interviews. It asks the same questions, in the same order, to every candidate — without being influenced by appearance, gender, age, or accent. Upplands-Bro municipality in Sweden was the first organisation in the world to use Tengai in a real recruitment process, in 2019.

Today, Tengai has evolved into a digital avatar. Its methodology has been validated by Psychometrics AB to ensure assessments are reliable and free from unconscious bias.

ATS with built-in AI

Beyond specialised tools, most modern ATS platforms — Workday, Greenhouse, Lever, Teamtailor — now include built-in AI screening. This means even companies that haven't actively "chosen" AI screening are likely using it, because it's included in the recruitment platform they already pay for.

What AI looks for in your CV

AI screening tools analyse your CV differently than a human. They look for:

Keywords and skills. The AI compares your CV to the job posting, looking for matching terms. If the posting mentions "stakeholder management" and your CV says "liaising with interested parties" — a human understands they're the same thing. A simpler AI might not. Modern semantic tools are better at this, but it's still safer to mirror the posting's exact language.

Structure and parsability. The AI needs to read your CV programmatically. Two-column layouts, graphic elements, tables, and infographics create problems. A clear, chronological structure with standard headings (Experience, Education, Skills) parses best.

Quantified results. "Increased sales by 30%" carries more weight than "responsible for sales." AI looks for numbers and measurable outcomes — exactly like a good recruiter does.

Timeline without gaps. Unexplained gaps in work history are often flagged. This doesn't mean you're disqualified, but if your CV has no dates at all — or has overlapping periods — the AI can't properly assess your experience.

Authenticity. Newer tools are beginning to flag text that sounds generic or AI-generated. Phrases like "results-driven team player with a passion for innovation" raise red flags — not because they're wrong, but because they don't say anything specific about you.

Five things you can do today

1. Tailor your CV for each job. The single most impactful step. Not a new CV from scratch — but adjust skills, keywords, and phrasing to match the specific posting. It takes 15–30 minutes per application and makes more difference than anything else.

2. Use the posting's language. If the posting says "project management" — write "project management", not "managing projects." If it says "Agile" — write "Agile", not "agile methodologies." AI matches terms, and exact matches weigh heaviest.

3. Keep the layout simple. Single column. Standard headings. No graphic elements that carry information. PDF format (not Word, not image-PDF). Test by copying all text from your CV and pasting into a plain text editor — if it looks chaotic, the AI will struggle too.

4. Quantify your results. Replace "managed budget" with "managed a £2M budget, achieving 12% cost reduction." Every number gives the AI something concrete to match against.

5. Run an ATS check before submitting. Tools like Vikkla's free ATS check analyse your CV against common AI filters and show what needs fixing — before you submit. It takes 10 seconds and costs nothing.

The bigger picture: AI screening is here to stay

The numbers point in one direction only. 93% of recruiters plan to increase their AI usage in 2026. The EU AI Act classifies AI in recruitment as high-risk, which means stricter requirements for transparency and fairness — but not that the technology disappears. On the contrary: regulations drive more companies toward certified AI tools, not away from AI altogether.

As a job seeker, you can either ignore this and hope your CV gets through. Or you can understand how the tools work and adapt. It doesn't require technical knowledge. It requires treating your CV as what it actually is: a document that will first be read by a machine, and then by a human.

Write for both.

Sources

  • SHRM, "Employer AI Usage in Recruitment" (2025): 79–83% of companies use AI in recruitment.
  • Harvard Business School & Accenture, "Hidden Workers" (2024): 88% of employers acknowledge automated filters reject qualified candidates.
  • HireVue (2024): 20 million video interviews in Q1 2024; global adoption 72% in 2025.
  • KIKU (2026): 88% of candidates screened within 24 hours.
  • Tengai/Furhat Robotics (2019–2025): Upplands-Bro municipality as first user; Psychometrics AB validation.
  • EU AI Act (2024): AI in recruitment classified as high-risk.
  • Workday (2024): 173 million job applications in H1 2024, +31% YoY.