- AI search: Find candidates across existing records with natural-language and filtered search.
- Resume parsing: Turn resumes into structured profiles for review and matching.
- Matching and screening: Rank applicants and show evidence behind the score.
- Talent rediscovery: Surface people already stored in the connected ATS.
- Outreach and analytics: Segment candidate pools, run campaigns and track recruiting activity.
Skima AI
An AI-powered recruitment platform for candidate sourcing, screening, matching, outreach, and analytics.
Updated August 11, 2026
Skima AI Overview
Skima AI is a talent-intelligence platform that adds search and recruiting automation to an existing ATS. It turns resumes and older candidate records into structured profiles, then helps recruiters find, screen, match and rediscover people for open roles.
Teams can rank candidates with supporting evidence, segment talent pools, run outreach campaigns and send updated information back to the ATS. Recruiters keep their familiar hiring system while Skima handles the intelligence layer around it.
Key Features
Pricing
| Plan | Price | What is included |
|---|---|---|
| Skima AI platform | Custom quote | AI search, resume parsing, matching, rediscovery, campaigns and ATS integrations |
Skima does not publish an ongoing subscription amount. Free trial: 14 days. Ask the quote to state user limits, candidate volume, ATS integrations and any implementation cost.
Pricing source: Skima AI pricing page
Pros
| Competitor | Where this tool may fit better |
|---|---|
| Greenhouse | Skima concentrates on AI matching, parsing and screening, while Greenhouse runs a broader hiring process. It is not presented as a complete ATS for large employers. That makes it an add-on to an existing recruiting stack. The clearest use case is a team struggling to review and rank resumes. |
| Lever | Skima focuses on reducing manual resume review through matching and screening. Lever covers a wider recruiting and candidate-relationship workflow. A recruiting team may prefer that focused layer when it already has candidate relationship and pipeline processes in place. |
| Workable | Skima is easier to judge as an AI screening add-on than as a replacement for Workable’s wider recruiting process. It makes sense when the buyer wants to improve candidate triage without moving the entire ATS. |
| hireEZ | hireEZ puts more emphasis on finding and engaging candidates. Skima also parses existing resumes and scores their fit for a role. Teams working with a large existing resume pool may value that screening emphasis more than another sourcing-first recruiting tool alone. |
Cons
| Competitor | Where the rival may have the edge |
|---|---|
| Greenhouse | Skima does not present the structured hiring, interview oversight and broad ATS process associated with Greenhouse. Buyers should decide whether they need an AI layer or a system that runs the entire hiring process. |
| Lever | Lever already includes candidate relationship management and team collaboration. If Skima is added mainly for screening, those jobs may still live in another system. The handoff between systems needs to be tested so recruiters do not trade resume review for integration work. |
| Workable | Skima’s fourteen-day trial is not a permanent free tier, and no verified public plan price is shown. Workable remains a relevant benchmark when the team wants sourcing, ATS process and predictable packaging in one decision. |
| hireEZ | A team focused on finding and engaging passive candidates may prefer hireEZ’s sourcing emphasis. Skima should prove that its matching quality, outreach process and data coverage fit the actual recruiting motion before purchase. |
Reviews
- Skima reviews on G2: Visible reviewers say chat-based search, matching scores and resume parsing cut the time needed to screen large candidate pools. Several also mention a learning curve, a few days of training, slow CV uploads or limited documentation for advanced features.
The feedback supports Skima’s role as an intelligence layer around an ATS. Buyers should test it with their own resumes and confirm that results sync cleanly with the hiring system already in use.
