Screening · AI recruiting software
AI recruiting software that screens and ranks your inbound pile
Most AI recruiting software tries to do everything: source, track, schedule, and report. The trouble is that the part recruiters actually drown in, reading and screening hundreds of inbound resumes per role, gets treated as a side feature instead of the main event.
Parse · score · rank · recruiter reviews
Held for recruiter review · never auto-rejected
Screen the pile to watch Prescreener parse every resume, apply your criteria and knockouts, and rank the inbound applicants with a transparent reason on each.
Live, interactive · AI assists, you decide · no signup needed
AI assists · you decide · bias-audited (EEOC / NYC Local Law 144)
Human-in-the-loop you decide
EEOC and LL144 bias-audited
Prescreener is AI recruiting software built around screening. It reads every inbound resume, applies your knockout and eligibility criteria consistently, asks screening questions, scores role-fit, and ranks the pile with transparent reasons. Recruiters review the top matches first, a human makes every decision, and nothing is auto-rejected. It sits alongside your ATS rather than replacing it, and the screening is bias-audited for EEOC and NYC Local Law 144 with candidate consent and AI disclosure.
Why it works
What your team gets with AI recruiting software
Screening-first
Rather than spreading thin across the whole funnel, Prescreener concentrates on the screening step where recruiters lose the most hours, and does it well.
Ranked, not just sorted
The inbound pile is scored on role-fit and ranked with reasons, so the strongest candidates rise to the top instead of waiting in a queue.
Stack-friendly
It layers onto your existing ATS and sourcing tools, so AI handles the screen while the rest of your stack keeps doing its job.
What it handles
Parsed, scored and ranked on autopilot
Prescreener reads every inbound resume, applies your knockout and eligibility criteria, asks the screening questions you set, scores role-fit against consistent criteria, and ranks the applicant pile so your recruiters review the top matches first.
- Reads and screens every inbound resume per role
- Applies your knockout and eligibility criteria consistently
- Scores role-fit and ranks the pile with transparent reasons
- Layers alongside your ATS rather than replacing it
- Bias-audited for EEOC and NYC Local Law 144 with human review
Why Prescreener
One step that screens the whole inbound pile
Not a full ATS, not a six-figure assessment suite, and not a staffing agency. Parse, score, rank and hand off in one place, shaped to the criteria you already hire on.
Reads every resume
Prescreener parses every inbound application, applies your knockout and eligibility criteria, and asks the screening questions you set. Applicants consent and are told AI is screening their application, so no qualified person sits in a backlog for days.
Scores role-fit consistently
Every applicant is scored against the same criteria, with a transparent reason on each candidate, so the pile is compared consistently and the scoring stays bias-audited against EEOC guidance and NYC Local Law 144.
Ranks the pile
The strongest matches rise to the top of a ranked pile your recruiters review first. Prescreener never auto-rejects, it ranks and flags candidates for review, and your team makes every decision.
Good questions
Questions about AI recruiting software
Explore more
More ways hiring teams screen with Prescreener
Applicant tracking system screening
The AI screening layer that ranks your inbound pile alongside your ATS.
Learn moreResume parser
A resume parser that does not stop at fields. It scores and ranks too.
Learn moreCandidate screening software
Screen every candidate on consistent criteria, then review the top matches.
Learn moreStop reading the inbound pile by hand. Put screening on autopilot.
Set your role and criteria and Prescreener parses every inbound resume, scores role-fit, and ranks the pile for your team. Prescreener ranks and flags candidates, your recruiters make every hiring decision.
Consistent criteria · bias-audited to EEOC and LL144 · human-in-the-loop