The Social Profile Check scans a candidate's public social media profiles and returns a behavioral assessment. It does not require a login or the candidate's password — only the public profile URL. The report includes text flag alerts and a 6-dimension behavioral score (1–10 per dimension). $3 per batch of 5 profiles.
What the Social Profile Check Does $3 for 5 profiles
Scans public posts, bios, and profile images for red flags
Detects profanity, threats, employer complaints, and drug references
Scores 6 behavioral dimensions relevant to customer-facing BPO roles
Checks for membership in relevant professional groups or communities
Identifies mentions of companies or brands from your keyword list
Returns a structured report — no manual review of individual posts needed
This is a supplementary signal, not a final decision. Use scores alongside CV screening (AIVA) and the video profile (CONNECT). High scores on all three give strong hiring confidence. Never reject a candidate based on a single dimension score alone.
Supported Platforms Public profiles only
You only need one URL. Submit whichever platform you have access to. Most BPO candidates in the Philippines have a Facebook profile — start there. The system handles missing platforms gracefully and scores based on what it finds.
Private profiles cannot be scanned. If a candidate's profile is set to private, the system will report that no public data was found for that platform. This is not a red flag — many candidates keep personal accounts private. If public presence matters for the role, note it in your interview questions instead.
Method 1 — Run via the Web Form No account required
Web Form — aiscreeningtools.com/social-check
Step 2
Enter the candidate's public profile URL(s)
Paste the direct URL of the candidate's public profile — for example, https://www.facebook.com/candidatename or https://www.tiktok.com/@username. You can submit 1–5 URLs from different platforms in a single check. Each URL is a separate platform scan for the same candidate (or different candidates — the form accepts any combination).
Step 3
Enter your email address
Your email is used for rate limiting only — one free check per day. It is not used for marketing and is not stored longer than 24 hours. For paid checks, your deployment partner activates a token for your account that lifts the daily limit.
Step 4
Complete the bot verification and submit
Check the Cloudflare Turnstile verification box and click Submit. The scan takes 20–60 seconds depending on how many platforms were submitted and how much public content the profile has.
Step 5
Read the report
The report appears on the same page. It includes Part A (text flags — any specific concerning content detected) and Part B (6 behavioral dimension scores from 1 to 10). Scroll down to see the full report. Use Ctrl+P to print or save as PDF before closing the page — reports are not stored.
Save the report before closing the page. Social check reports are generated in real time and are not saved to your account or the database. Print the page (Ctrl+P) or screenshot it immediately after the scan completes.
Method 2 — Run via Claude MCP For power users and automated workflows
MCP Tool — social_profile_scan
If you use Claude Desktop or Claude Code, you can run social profile checks directly from your Claude conversation using the AI Screening Tools MCP server. This is faster than the web form when screening multiple candidates and allows you to combine social check results with CV scoring in a single workflow.
Step 1
Connect the MCP server to Claude
In Claude Desktop, go to Settings → Developer → Edit Config and add the AI Screening Tools server. The MCP server URL is
https://api.jobasean.com/mcp. See the full configuration snippet at
aiscreeningtools.com/mcp-access.html. Claude Code users can run:
claude mcp add ai-screening https://api.jobasean.com/mcp
Step 2
Use the social_profile_scan tool in your conversation
Ask Claude to run a social check. Example prompt: "Screen this candidate's social profiles: Facebook https://facebook.com/example and TikTok https://tiktok.com/@example. They are applying for a customer service role." Claude will call the social_profile_scan tool automatically and present the full report in the conversation.
Step 3
Combine with CV scoring in one workflow
The social_profile_scan and screen_candidate tools can be called in sequence. Ask Claude: "Screen this candidate: [paste CV text]. Then check their Facebook: https://facebook.com/example." Claude returns both the CV score and the social report in a single conversation — no switching between tools.
Free daily limit: The MCP server allows 3 free social checks per day per IP address. To increase your limit, go to
aiscreeningtools.com/mcp-access.html and enter your email to receive a reset token. Pass the token as the
api_key parameter in the tool call to unlock 3 additional checks.
Understanding Your Report — Part A: Text Flags Specific content alerts
Part A scans post text, captions, and bio content for four specific categories of concerning content. Each flag is either present or absent — no score. A flag means the system detected that type of content in at least one post.
Profanity
Repeated or aggressive use of profane language in public posts. Single isolated instances in casual context (a meme or song lyric) are typically not flagged. Patterns of habitual profanity in regular posts are flagged.
Employer Complaints
Public criticism, negative posts about current or former employers, or posts revealing confidential workplace information. One of the strongest negative signals for a customer-facing or confidentiality-sensitive BPO role.
Threats or Aggression
Posts containing threats, aggressive or violent language directed at individuals or groups. Any flag in this category warrants careful review before proceeding to interview — especially for collections, de-escalation, or compliance roles.
Drug References
Posts referencing recreational drug use. Context matters — a single cultural reference differs from regular posts about substance use. Review the specifics with your deployment partner if this flag appears for a role where this is material to the hiring decision.
No flags is the expected result. Most candidates will have a clean Part A with no flags detected. A flag means the AI found content in those specific categories — it does not mean the candidate is automatically disqualified. Use it as a prompt for a targeted interview question, not as a rejection signal by itself.
Understanding Your Report — Part B: Behavioral Scores 6 dimensions · 1–10 each
Part B scores the candidate on 6 behavioral dimensions that are directly relevant to customer-facing and BPO roles. Each dimension is scored from 1 (very weak signal) to 10 (very strong positive signal). Scores are based on what the AI observes in public posts — not on self-reported information.
Online Professionalism
Dimension 1 of 6
Does the candidate present themselves in a way that is appropriate for a professional or customer-facing context? Considers language register, photo choices, post topics, and the overall tone of their public-facing identity. A score of 8+ indicates a candidate who consistently presents professionally. A score below 5 suggests a pattern of posts that would be unsuitable in a workplace environment.
Written Communication
Dimension 2 of 6
Quality of written expression in public posts — sentence structure, grammar, coherence, and ability to express ideas clearly. Most relevant for non-voice, chat, and email BPO roles. For voice-only roles, weight this dimension less heavily. A Twitter/X-heavy profile provides the best signal for this dimension.
Interpersonal Disposition
Dimension 3 of 6
How does the candidate interact with other people in public spaces? Are they supportive, collaborative, and positive in interactions? Or do they frequently argue, criticise, or engage in public conflict? Strong signal for roles that require patience and customer empathy — especially collections, complaints handling, and de-escalation.
Resilience + Positivity
Dimension 4 of 6
Emotional tone and resilience signals in public posts. Does the candidate express optimism, perseverance, and positive framing when facing difficulty? Or do posts reflect persistent negativity, helplessness, or victimhood framing? Relevant for high-pressure roles — outbound sales, collections, and night shift positions where burnout rates are highest.
Community Engagement
Dimension 5 of 6
Is the candidate engaged in professional or community groups that are relevant to the role? Membership in BPO professional groups, industry communities, or relevant interest groups is a positive signal. Low engagement (private, minimal posts, no group activity) is neutral — not negative. High engagement in irrelevant or concerning groups is a signal to note.
Overall Impression
Dimension 6 of 6
The aggregate hiring signal from the full scan. Would you want this person representing your company to a customer? This score synthesises all five dimensions above. Use this as your primary at-a-glance indicator. A score of 7 or above on Overall Impression means the social profile does not raise concerns for a standard customer-facing role.
Overall Impression score guidance
8–10 — Strong positive signal
6–7 — No significant concerns
4–5 — Review specific dimensions
1–3 — Red flag — investigate further
Low scores on individual dimensions are most meaningful in context. A 4 on Written Communication matters for a non-voice chat role. The same score is largely irrelevant for a voice outbound collections role.
Using Scores in Hiring Decisions Combine with CV and video
For voice and inbound CSR roles
Weight Interpersonal Disposition and Resilience + Positivity most heavily
A candidate who is patient, positive under pressure, and handles conflict well will outperform a technically qualified candidate who burns out or argues with difficult callers. A score of 6+ on both these dimensions is a reasonable threshold for voice roles.
For non-voice, chat, and email roles
Weight Written Communication most heavily
The quality of written expression in public posts is the closest available signal to on-the-job written output. A score of 7+ on Written Communication correlates well with professional chat and email quality. Combine with the AIVA CV score — candidates who score high on both are strong candidates for non-voice roles.
For collections and high-stakes roles
Prioritise Part A text flag review and Interpersonal Disposition
Any Part A flag for Threats or Aggression should be reviewed carefully before advancing a candidate for a collections, dispute resolution, or compliance role. These roles involve high-pressure conversations — public behaviour is the best available predictor of how a candidate handles stress with real customers.
For supervisory and team lead roles
Use Community Engagement and Online Professionalism as additional signals
Supervisory candidates who are active in BPO professional groups, engage thoughtfully in industry discussions, and maintain a professional online presence tend to have stronger leadership instincts. A flat or absent social presence is neutral — not a negative signal.
Do not use social profile scores as the sole basis for a hiring decision. The Social Profile Check supplements your existing process — it does not replace the CV review, the video profile, or the interview. Use it to surface questions to ask, not to close applications before a human has reviewed the candidate.
Configuring Keywords for Your Industry Improve match accuracy
The system checks whether candidates mention specific keywords, belong to specific groups, or follow specific companies. By default, it uses a general BPO/call center keyword set. You can customise this for your specific operation using the keyword configuration tool.
Via Claude MCP
Use the set_social_keywords tool to add industry-specific terms
Tell Claude: "Add these keywords to my social check profile: [your company name], [competitor names], [industry groups], [role-specific terms]." Claude will call the set_social_keywords tool and save them to your employer profile. These keywords are then checked in every subsequent scan you run.
What to add as keywords
Competitor company names, professional groups, and role-specific signals
Useful keyword categories: your own company name (flag candidates who already mention you positively or negatively), competitor company names (candidates who follow or mention competitors are sometimes shopping roles), relevant professional groups (CCAP, call center industry groups, BPO communities), and role-specific terms relevant to your accounts (healthcare, collections, tech support, banking terminology).
Keywords are stored per employer account. Once configured, keywords apply to every scan you run from your account — you do not need to re-enter them each time. Your deployment partner can also configure keywords on your behalf during onboarding. Ask them to include any account-specific or client-confidential terms you need detected.
The Social Profile Check scans a candidate's public social media profiles and returns a structured hiring assessment without requiring the candidate's login or password. The report covers five platforms — Facebook (most relevant for Philippine BPO hiring), TikTok, Instagram, LinkedIn, and Twitter/X — and runs via two methods: the web form at aiscreeningtools.com/social-check.html (no account required, one free check per day per email address) or the Claude MCP server using the social_profile_scan tool (3 free checks per day, combinable with the screen_candidate CV scoring tool in a single conversation). Part A of the report lists text flags: profanity, employer complaints, threats or aggression, and drug references — each flag is a prompt for an interview question, not a standalone rejection reason. Part B scores 6 behavioral dimensions from 1 to 10: Online Professionalism, Written Communication, Interpersonal Disposition, Resilience and Positivity, Community Engagement, and Overall Impression. For voice and inbound CSR roles, Interpersonal Disposition and Resilience are the primary signals. For non-voice, chat, and email roles, Written Communication carries the most weight. For collections and compliance roles, Part A flag review and Interpersonal Disposition take priority. Employer-specific keywords, competitor names, and industry group names can be configured once via the set_social_keywords MCP tool and apply to every subsequent scan.