Screenings
Structured candidate screening for high-quality hiring
Screening is an optional, opt-in way for Talent Partners to add value — and increase their earnings — by conducting early-stage candidate interviews on behalf of TechTree.
This page explains:
When screening is used
What’s expected of you
How it fits into the wider hiring workflow
What screening is (and isn’t)
Screening is:
A short, structured interview
Focused on role-relevant signals
Designed to save clients time
Recorded directly in TechTree
Screening is not:
A full technical interview
An offer discussion
A negotiation step
A replacement for client interviews
Your role is to assess readiness and fit, not to sell or close.
When screening is used
Screening is typically requested when:
Roles are senior or highly specialised
Clients want a higher signal before interviews
Volume is high and prioritisation is needed
Roles involve contract, leadership, or niche skills
Not every role requires screening.
Opting in to screening
To participate in screening:
You must opt in during onboarding (or later)
You’ll receive screening guidelines
You’ll confirm availability in the platform
Screening can be:
Occasional
Regular
Stacked alongside outreach or referrals
There is no obligation to accept screening requests.
What happens before a screening
Before each screening, you’ll receive:
Role context and expectations
What the client is trying to assess
A suggested structure or question set
Where to record notes and outcomes
You should:
Review the role carefully
Prepare relevant questions
Be ready to represent TechTree professionally
How a screening works
A typical screening includes:
20–30 minute call
Role-relevant questions
High-level skills and experience validation
Availability, location, and compensation alignment
Candidate motivation and interest
You should:
Keep the conversation structured
Be fair and objective
Avoid coaching or leading answers
Recording screening outcomes
After the call, you’ll:
Submit structured notes in TechTree
Complete any required scorecards
Flag concerns or standout strengths
These notes are:
Shared with the TechTree team
Used to inform client decisions
Part of the candidate’s permanent record
Clear notes = faster decisions.
Your responsibilities during screening
You are expected to:
Be punctual and prepared
Represent TechTree clearly
Treat candidates with respect
Record accurate and honest feedback
You should not:
Promise interviews or offers
Misrepresent the role or company
Negotiate compensation
Skip documentation
Payment for screening
If you conduct screening:
You earn 10% of the success fee
Screening fees stack with referral or outreach fees
Payment follows the same rules as other placements
Full details are covered in: 👉 Payments & earnings
If something goes wrong
If:
A candidate no-shows
The role feels unclear
You’re unexpectedly unavailable
You should:
Notify TechTree as soon as possible
Reschedule where appropriate
Add context in your notes
Transparency matters more than perfection.
Why screening matters
Good screening:
Improves interview conversion
Saves client time
Increases placement success
Increases your earnings
Bad or rushed screening:
Slows the process
Reduces trust
Hurts outcomes for everyone
Quality over speed always wins.
Where screening fits in the workflow
Screening happens:
After candidate interest is confirmed
Before client interviews
Before submission or early in the process
For the full picture, see: 👉 End-to-end workflow
Final note
Screening is a privilege, not an obligation.
If you enjoy structured conversations and evaluation:
It’s a great way to add value
It increases your share per hire
If not:
You can skip it entirely
Both paths work on TechTree.
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