If your hiring manager already works in Airtable, this setup brings in first-round screening results from short one-way answers (video, voice or text), so nobody has to copy scores across by hand.
The base
- Candidates: name, email, job, total score (1.0 to 5.0), label (next round / maybe / not a fit), review link, submitted at, and the candidate ID from the screening tool as the primary key.
- Jobs: one record per open role, linked from Candidates.
- Views: one grid per job sorted by score, a "Next round" view filtered on the label, and an interface page for the hiring manager.
How the data gets in
The screening app is AnswerReel. It has three Zapier triggers (Candidate Submitted, Scores Ready, Label Changed), so two Zaps do the work:
- Scores Ready → Airtable "Find record" by candidate ID → create it if it isn't there, otherwise update the score and review link.
- Label Changed → find the same record → update the label.
Keying on the candidate ID matters. Scores Ready can fire again if a result is redone, and without the lookup you end up with duplicate rows.
What to keep out of Airtable
No recordings. The triggers only pass the review link, which opens the answers inside the screening tool for people on the team, so the base never holds candidate video. And don't let an automation reject anyone on the score. The score sorts the list; a person reads the answers before labelling.
Disclosure: I work on AnswerReel. If you'd rather call the API or webhooks yourself instead of using Zapier, the AnswerReel API and webhook docs are here.
