The Prescreener blog
Resume screening blog, made practical
Plain-language writing on AI resume screening and high-volume recruiting: what structured screening is and why it works, how consistent role-fit scoring keeps hiring fair, how to screen every applicant without burning out your team, and what EEOC guidance and NYC Local Law 144 expect from employers. No jargon, just what helps you hire the right people.
Best ATS for Mid Size Companies and ATS Pricing
Most ATS plans for 250 to 1,000 employees are quote-only. Compare Ashby, Greenhouse, Lever and other options, separate small business prices from mid-market proposals, and budget for AI screening.
JazzHR vs Lever Pricing and AI Screening
JazzHR starts at $1,000 a year, with AI candidate matching from $3,480, while Lever quotes its Core Platform with AI screening included. Compare costs, paid AI add-ons and which product in the Employ family fits your hiring team.
JazzHR vs Greenhouse Pricing and AI Screening
JazzHR prints three annual prices, from $1,000 on Hero to $5,508 on Pro, with AI matching from the $3,480 Plus plan. Greenhouse prints none and quotes Core, Plus and Pro. What each costs, how JazzHR matching and Greenhouse Talent Matching differ, who JazzHR list price excludes, and which small or mid-size business should pick which.
JazzHR vs BambooHR Pricing and AI Screening
JazzHR is a flat $1,000, $3,480 or $5,508 a year with AI matching from Plus. BambooHR is $10, $17 or $25 per employee a month with an ATS included and no AI resume screening. Where the cost crosses over, how each handles open job limits, and which small business should pick which.
Ashby vs Lever Pricing and AI Screening
Ashby prints $300 to $900 a month by company size for up to 100 employees, while Lever quotes every buyer and Vendr puts its median contract at $15,400 a year. How each prices AI screening, where the cost steps up, and which team should pick which.
JazzHR vs Workable Pricing and AI Screening
JazzHR costs $1,000, $3,480 or $5,508 a year, with AI matching from the $3,480 Plus plan. Workable starts at $299 a month for 1 to 20 employees and meters its AI Agent at 1 credit per candidate after 3,000 free credits. Yearly cost, who list price excludes, how AI screening is billed, and which small business should pick which.
Criteria Corp vs TestGorilla Pricing and Tests
TestGorilla prints its prices, now from $215 a month on Core and $520 on Plus billed annually, while Criteria Corp quotes every buyer and Vendr puts its median contract at $13,225 a year. What one tested candidate costs on each, which tests each is built for, who screens resumes, and which team should pick which.
Braintrust AIR vs HireVue Pricing and AI Interviews
Neither Braintrust AIR nor HireVue publishes a price. AIR is billed per interview conducted with volume discounts and offers scoped pilots, while HireVue quotes an annual contract whose last printed floor was $35,000. How each charges, voice conversation versus video, who reads resumes, and which team should pick which.
Ceipal vs JobDiva Pricing and AI Screening
Neither Ceipal nor JobDiva prints a price on its own site. Ceipal's vendor-supplied listing starts at $25 per user a month and JobDiva quotes every agency. What a 5, 10 or 25 recruiter agency can budget, where the AI matching sits, how credentialing and VMS compare, and which agencies should pick which.
Breezy HR vs JazzHR Pricing and AI Screening
JazzHR prints $1,000, $3,480 and $5,508 a year and starts AI candidate matching on Plus. Breezy HR prints $157, $273 and $439 a month billed annually and sells AI review as credits, about 500 per applicant. What each costs at 300 and 1,000 applicants a month, and which fits a US small business.
Avionte vs Bullhorn Pricing and AI Screening
Bullhorn prints $99 and $165 per user a month for its two entry plans. Avionte publishes no price and sells one platform with W-2 payroll and billing built in. What a 5, 10 or 25 recruiter agency pays, where the AI candidate ranking sits on each, and which agencies should pick which.
JobDiva vs Bullhorn Pricing and AI Screening
Bullhorn prints $99 and $165 per user a month for its two entry plans. JobDiva publishes no price and sells one platform with back office and VMS built in. What a 5, 10 or 25 recruiter agency pays, where the AI screening sits on each, and who should pick which.
Manatal vs Recruit CRM Pricing and AI Screening
Manatal charges $15 to $55 per user a month with AI candidate scoring on every plan. Recruit CRM now prints $95, $135 and $215 per user and bills its AI matching from a monthly credit pool. What each costs for a 2, 5 or 10 recruiter team, how the AI is billed, and which fits an agency.
Manatal vs Zoho Recruit Pricing and AI Screening
Manatal charges $15 to $55 per user a month and puts AI candidate scoring on every plan. Zoho Recruit charges $25 to $75 per recruiter and starts AI screening at $50. What each costs for a 2, 5 or 10 recruiter team, where the job and parsing limits bite, and which fits an agency.
Spark Hire vs HireVue Pricing and AI Screening
Spark Hire prints its rates: video interviews from $249 a month yearly and the Recruit ATS from $335 with 6,000 AI resume reviews a year. HireVue publishes none and removed its $35K floor in 2024. What each costs, what each one's AI actually screens, and which fits your hiring volume.
Hireology vs Indeed Pricing and AI Screening Compared
Indeed gives you three free job posts a month and bills sponsored jobs per click or per started application. Hireology is a quote-only ATS whose AI Match sits on the Perform plan. What each costs, which applicants each one scores, and when a multi-location employer needs both.
Findem vs SeekOut Pricing and AI Screening Compared
SeekOut publishes a price and Findem does not. SeekOut Recruit Core is $149 a month paid annually or $179 monthly; Findem's only list price is a $25,000 AWS Marketplace license, and Vendr's medians are $20,000 and $58,000 a year. How each searches, which one screens inbound applicants, and which fits your team.
Jobvite vs Lever, Pricing and AI Screening Compared
Jobvite and Lever are both owned by Employ Inc. and neither publishes a price. Vendr puts the median contracts at $14,128 and $15,400 a year. Lever includes AI-powered screening in its Core Platform; Jobvite sells a core ATS plus modules. What each costs, which one reads your applicants, and which fits your team.
Phenom vs Eightfold AI, Pricing and AI Screening Compared
Neither Phenom nor Eightfold publishes a price. Vendr's median Phenom contract is $98,313 a year; Eightfold's full platform is estimated at $7 to $10 per employee a month, with AI Interviewer in a five-figure range. How each scores applicants, which fits high-volume hiring, and what the Kistler lawsuit means for buyers.
SeekOut vs hireEZ Pricing and AI Applicant Screening
SeekOut publishes $149 a month for Recruit Core; hireEZ publishes $494 a month for a solo recruiter. For teams the order flips: Vendr medians of $20,000 and $13,000 a year. What each costs, which plan reads your inbound applicants, and which one fits cleared, healthcare or consolidation buyers.
hireEZ vs Gem Pricing and AI Applicant Screening
hireEZ publishes one rate, $494 a month for a solo recruiter, and quotes every team. Gem publishes $99 to $199 per user for recruiting firms and quotes in-house teams by headcount. Vendr puts the median contracts at $13,000 and $25,700 a year. What each costs, which plan scores inbound applicants, and how to choose.
CareerPlug vs JazzHR Pricing and AI Screening Compared
JazzHR publishes $1,000, $3,480 and $5,508 a year and starts AI candidate matching on Plus. CareerPlug publishes no price, locks both billing options into 12 months, and screens on prescreen answers rather than resumes. What each costs, what each screens, and which fits a franchise or a single-location business.
Jobvite vs SmartRecruiters Pricing and AI Screening
Jobvite publishes no price and no plan names; SmartRecruiters publishes one figure, $14,995, for the edition with no AI. Vendr puts the median Jobvite contract at $14,128 a year and the median SmartRecruiters contract at $33,507. What each charges, which tier reads your inbound applications, and how to choose.
HireVue vs SmartRecruiters Pricing and AI Screening
HireVue and SmartRecruiters do different jobs and plug into each other: SmartRecruiters reads and ranks applications from its High Volume edition, while HireVue scores interviews and assessments after a candidate is invited. SmartRecruiters publishes one figure, $14,995 for the tier with no AI; HireVue removed its $35K floor in 2024. What each screens, what each costs, and which to buy first.
Eightfold AI vs Workday Pricing, HiredScore and Lawsuits
Eightfold is not a Workday replacement: it sits on top of Workday Recruiting, whose own AI screening comes from the separately licensed HiredScore. Neither publishes a price, both score applicants, and both face class actions. What each route costs a Workday customer, and what to ask before signing.
Recruitee vs Teamtailor Pricing and AI Screening Compared
Neither vendor publishes a price and neither ranks applicants. Tellent Recruitee prices on plan, employee count and billing period with a one-year minimum and caps AI screening at 100 credits a month on Advance; Teamtailor is quote-only with no trial but offers US data hosting, which Recruitee does not. For a US team, hosting and screening volume decide it.
Recruitee vs SmartRecruiters Pricing and AI Screening Compared
Neither vendor publishes a usable price, and SmartRecruiters' one published figure buys the tier with no AI in it. Essential starts at $14,995 and the three tiers above it are quote-only; Tellent Recruitee publishes nothing on any of its three plans. The difference that decides the purchase is not price: Recruitee's AI reports how many criteria each applicant met and refuses to rank, while SmartRecruiters ranks through Winston from the third tier up. Both pages read September 2026.
Best ATS for Executive Search Firms with Pricing
Most roundups of the best ATS for executive search firms rank features and skip the number a managing partner actually needs. Only five platforms in this category publish a US rate at all, and they run from $85 to $199 per user per month. Every published figure read from the vendor's own page in September 2026, with the purpose-built retained-search systems marked as quote-only, plus the seat minimums and renewal clauses that move the real total.
Recruiterflow vs Bullhorn Pricing and AI Screening Compared
Bullhorn publishes Starter at $99 and Core at $165 per user per month. Recruiterflow publishes one plan, $149 monthly or $119 billed annually, and hides the annual figure in a script. Neither published rate includes AI candidate matching: Bullhorn gates it to quote-only Pro and Max, Recruiterflow to the quote-only AIRA Plan. Every rate read from each vendor's own page in September 2026, with what the published tiers leave out.
Loxo vs Bullhorn Pricing and AI Screening Compared
Loxo and Bullhorn are the two per-seat platforms most recruiting agencies shortlist against each other, and both publish part of their pricing. Loxo states $149 and $199 per user per month, Bullhorn states $99 and $165, and on both the number you actually need sits somewhere the entry rate does not reach. Every figure read from each vendor's own page in September 2026.
Ceipal vs Bullhorn Pricing and AI Screening Compared
Bullhorn publishes two of its four small-agency rates. Ceipal publishes none: its pricing URL now redirects to its homepage. But the entry price is the wrong number to compare on, because at both vendors the AI screening you are shopping for sits on a tier with no published rate. Every figure read from the vendors themselves in September 2026.
Best Video Interview Software and Vendors Compared
Most roundups of the best video interviewing software rank features and skip the number buyers actually need. Only four vendors in this category publish a US rate at all, and they range from $75 a month to a quote you have to request. Every published figure, read from the vendor's own page in September 2026, with the quote-only platforms marked as such.
Best ATS for Recruiters and Recruitment Agencies
Comparisons of the best ATS for recruiters are usually written for corporate HR, where the recruiting team is small and per-seat pricing barely registers. At an agency everybody is a recruiter, which turns the pricing unit into the biggest variable in the decision. Every published US rate, checked in August 2026, priced against a real agency headcount, with the tier that actually screens resumes marked.
Best ATS for Small Business and Applicant Tracking System Cost
Most comparisons of the best ATS for small business rank entry prices, which is the wrong number. The plan that actually reads your inbound resumes costs up to three and a half times the advertised rate at some vendors and nothing extra at others. Every published US rate, checked in August 2026, with the screening tier marked and the caps that decide whether the cheap plan fits.
JazzHR Pricing and Cost per Year by Plan
JazzHR publishes three annual figures and stops there, and the one everybody quotes buys an applicant tracking system without the matching engine. What Hero, Plus and Pro actually cost, where AI candidate matching starts, what consumption-based billing does to the invoice, and why the upgrade path out of JazzHR is a different product entirely.
Ashby vs Greenhouse Pricing and AI Screening
One of these two publishes its entry price and the other does not, which decides more about the evaluation than either feature list does. What Ashby Foundations actually costs band by band, what the observed Greenhouse contract range is, how both screen inbound resumes now that Greenhouse scores candidates too, and the headcount at which the answer flips.
SmartRecruiters Pricing and Cost by Edition
SmartRecruiters publishes one number across four editions, and the feature that reads your inbound resumes sits two editions above it. What Essential, Professional, High Volume and Complete actually include, what the $14,995 figure does and does not tell you, and the six questions to ask before signing.
Workable Pricing at $299, $599 and $719 a Month
Workable publishes its rates, which most applicant tracking systems do not. What Standard, Premier and Enterprise actually cost, why the employee band under the headline price matters more than the tier, what the AI credit meter works out to per candidate, and the add-on arithmetic that decides whether Premier is worth it.
Recruitee AI Resume Screening and What It Does
Recruitee documents its AI screening better than almost anyone, including the part where it refuses to rank. What the Screening Assistant reads, why 6 criteria is the real limit, what 100 screenings a month means against a 400-applicant requisition, the bias warning that more vendors should copy, and the four questions to ask in a demo.
Teamtailor AI Resume Screening and What It Does
Teamtailor screens resumes with AI and then deliberately stops short of ranking them. What Co-pilot Candidate screening reads, why it returns a check, a cross or a dash instead of a score, where the ranked shortlist actually comes from, what Recruitee credit caps mean next to it, and the four questions to ask in a demo.
Jobvite AI Resume Screening and What It Does
Jobvite does rank your inbound applicants, and it explains why, which is rarer than it should be. What Talent Fit actually returns, what the AI Interview Companion covers, why the screening Companion is a later phase than the interview one, what IBM watsonx.governance does and does not cover for you, and why no article can honestly tell you the price.
Bullhorn AI Resume Screening and What It Does
Bullhorn does screen resumes with AI, just not on either tier that publishes a price. The four different Bullhorn scores and what each one measures, why the 0 to 100 Screening Score needs the candidate to show up first, what Search and Match is really optimized for, and how eight platforms compare on the only question that matters.
Workable AI Resume Screening and What It Does
Workable reads your inbound pile, which several better-known rivals refuse to do. The free Screening Assistant versus the metered Workable Agent, what one credit per candidate works out to at real volume, the packaging trap on the Standard plan, and the one setting to be deliberate about before you switch the agent on.
BambooHR AI Resume Screening and What It Does
BambooHR has no native AI resume screening, and the search results claiming otherwise are third-party vendors selling integrations under its name. What the ATS actually includes feature by feature, where BambooHR really does use AI, how the job openings cap interacts with the gap, and how six major platforms compare on the one question that matters.
SmartRecruiters AI Resume Screening Explained
SmartRecruiters does rank your inbound pile, which Greenhouse refuses to do and HireVue cannot. What Winston Match, Winston Screen and Winston Companion each cover, which edition the AI screening actually sits in, what SAP owning the company since September 2025 changes, and where contextual matching still leaves eligibility gates unchecked.
HireVue AI Resume Screening and What It Does
HireVue is the best-known AI hiring vendor in the US, and it does not screen resumes. What its AI actually evaluates product by product, why its definition of screening means replacing the phone screen rather than reading the pile, what happened to the facial analysis, and what that leaves unsolved when a requisition draws 600 applications.
iCIMS AI Resume Screening and What It Does
iCIMS does rank applicants, which several rival systems refuse to do. What Coalesce AI covers feature by feature, the six agents and when they arrived, what the Candidate Summary Agent really produces, which pieces are optional add-ons, and the gap that explicit knockout criteria still have to fill.
Greenhouse AI Resume Screening and What It Does
Greenhouse does screen resumes with AI, though not quite the way most recruiters picture it. What Talent Matching scores, the five match bands it sorts applicants into, the single pipeline stage it is limited to, what Talent Filtering and Real Talent cover, and what that leaves you to solve when a requisition draws 600 applications.
HireVue Pricing and HireVue Cost Without the $35K Floor
HireVue publishes no rate today, but its own pricing page said Starts at $35K until early 2024. What HireVue costs, what the Essential and Premium packages are, why the circulating $75,000 and implementation figures do not trace to HireVue, and the per-hire math to run before the sales call.
Bullhorn Amplify Pricing and Bullhorn AI Cost by Tier
Bullhorn publishes two rates, Starter at $99 and Core at $165 per user per month, and neither includes a single Amplify capability. Every Amplify product is quote-only, and agentic screening sits on Bullhorn Max, the top tier with no published price. What each tier actually unlocks, what Bullhorn confirms about free implementation, and the metering question nobody answers.
Bullhorn Pricing at $99 and $165 per User in 2026
Bullhorn publishes two rates and quotes the rest. What Starter and Core cost per user, which tier the AI actually lives in, the annual math at 3 to 25 seats, what Bullhorn One adds, how the per-seat model compares to Crelate, Recruiterflow, Loxo and Recruit CRM, and the six questions to take into the sales call.
Harver Pricing and What an Assessment Quote Costs
Harver publishes no rates and has no pricing page, so every figure online is a third-party estimate. What actually drives the quote, the cost-per-candidate-assessed arithmetic buyers get wrong, what each module covers, which recruiting vendors do publish their rates, and the seven questions to take into the sales call.
BambooHR Pricing with Cost Per Employee and Plans
BambooHR publishes its rates, which most recruiting vendors do not. What Core, Pro and Elite actually cost per employee, the annual math at 50 to 500 people, the job openings cap that forces an upgrade, every add-on and discount, and the one thing the ATS does not do.
Fountain Pricing with Cost, Modules and Free Trial
Fountain publishes no prices and offers no free trial, so every figure online is an estimate. What actually drives the quote, what each module covers, which ten recruiting vendors do publish their rates, and the seven questions to take into the sales call.
Workday AI Resume Screening with HiredScore
Workday does screen resumes with AI, through HiredScore AI for Recruiting. What each capability actually does, how to tell whether your contract includes it, what it will not cover, and when a separate screening layer earns its place on top.
iCIMS Pricing and What iCIMS Recruit Costs
iCIMS publishes no prices at all, so every figure online is an estimate. What actually drives the quote, what each module covers, the seven questions to take into the sales call, and which 16 recruiting vendors do publish their pricing.
AI Resume Screening Lawsuit in Mobley v. Workday
The AI resume screening lawsuit employers keep asking about: what Mobley v. Workday actually held, who is in the age-discrimination collective, why a screening vendor can be an agent of your company, and the five controls that keep your own process defensible.
How to Screen Construction Resumes by Cards, Hours and Trade
Screen construction resumes on current cards and hours in the trade, not job titles anyone can claim. The four things to verify on every trade application, a knockout-versus-scoring split, and how to move fast enough to book skilled labor before a competitor does.
Teacher Hiring Process with Timeline and Screening
K-12 hiring runs on a spring calendar nobody controls. The window-by-window timeline, why the volume problem is lopsided, the screening criteria to write per classification, and how districts cut weeks off the front end.
How to Screen Software Engineer Resumes by Rubric
Screen software engineer resumes on evidence of shipped work, not keyword density. The three questions to ask of every engineering resume, a weighted signal table, and why the strongest engineers often have the sparsest resumes.
Pre-Screening Questions with Examples, Questionnaire + Scoring
Good pre-screening questions are short, job-related and answerable in one line. The five-to-seven-question set that filters an applicant pile, split into eligibility knockouts and qualifying questions, with a questionnaire template and phone screen questions you can copy.
How to Shortlist Candidates by Criteria, Matrix and Cutoff
Shortlist candidates by scoring every applicant against essential and desirable criteria, then interviewing the top 10 to 12. The matrix method, the arithmetic that breaks it at volume, and how to keep it defensible.
What to Automate in Recruiting (and What to Leave Alone)
Automate resume screening first: it costs 10 to 20 hours per req and is the most rule-based step in hiring. The priority order for recruitment automation, what it costs, and the two things to keep human.
Candidate Scoring Model and How to Score Job Applicants Fairly
How to build a candidate scoring model: two or three knockouts, four to six weighted criteria, anchored score levels, and evidence behind every number. Plus the weighting mistake most teams make.
Resume Screening for Small Business Hiring Without an HR Team
A small business owner can screen 200 applicants without an HR team. How to define your must-haves, screen on arrival, rank instead of skim, and reply before your best candidate takes another offer.
Breezy HR Pricing 2026 and How Much Breezy HR Costs
Breezy HR pricing in 2026: a free Bootstrap tier and paid plans from about $157 to $439 a month billed annually. What each plan includes, where screening still costs you time, and how to budget.
How Candidates Prepare for Pre-Employment Tests (and Pass Them)
A practical guide for job seekers facing pre-employment tests: what the common assessment types measure, how to practice the right way, and the habits that turn a study guide into a confident pass.
AI Hiring Laws by State for AI Resume Screening in 2026
AI resume screening is legal in every US state, but NYC, Illinois, California, Texas and Colorado each add rules. A current, plain-language map of what employers must do in 2026.
Greenhouse vs Lever vs Workable for High-Volume Hiring
An honest comparison of Greenhouse, Lever and Workable on pricing, fit and what each is genuinely best at, plus the screening job none of the three was built to do.
High-Volume Hiring and How to Hire 100 People Fast
High-volume hiring fails on throughput, not supply. A practical playbook: define knockouts, screen on arrival, rank instead of filter, and get a recruiter calling within 48 hours.
Resume Screening Checklist for a Consistent, Fair First Pass
A resume screening checklist that keeps your first pass consistent and fair. Define must-haves, score role-fit, document reasons, and rank the inbound pile the same way every time.
Knockout Questions in Recruiting That Screen Eligibility Without Losing Talent
Knockout questions in recruiting filter for true must-haves without rejecting good people. How to write fair eligibility questions, avoid bias, and rank the rest of the pile.
How to Reduce Time to Hire by Fixing the Resume Screen
Reduce time to hire by fixing the slowest stage: the inbound resume screen. See where days are lost and how ranking the pile shortens the funnel while keeping quality high.
Cost Per Hire and How to Lower It at the Screening Stage
Cost per hire, broken down: the formula, what to count, the screening hours that quietly drive it up, and practical ways to lower it without lowering hiring quality.
NYC Local Law 144 and the Bias Audit, Explained for Recruiters
NYC Local Law 144 requires a bias audit and candidate notice for automated hiring tools. A plain-language guide to what it covers, what an audit involves, and how to stay compliant.
EEOC Hiring Guidelines and AI for Fair Automated Screening
EEOC hiring guidelines apply to AI screening too. What recruiters need to know about adverse impact, disability accommodation, transparency, and keeping a human in the loop.
Best Resume Screening Software in a 2026 Comparison
Best resume screening software compared for 2026: 16 tools, the prices each vendor actually publishes, and an honest read on where every one of them wins. See the comparison.
AI Resume Screening Software Cost and Pricing by Vendor
Resume screening software cost in 2026: the prices vendors publish, the pricing models, the fees they add, and how to compare a plan against your screening hours.
How Many Resumes Can a Recruiter Screen in a Day?
How many resumes a recruiter can screen in a day, with the arithmetic shown, why the number collapses in practice, and how to run the math for your own team.
How Does AI Resume Screening Work? A Step-by-Step Guide
AI resume screening reads every application, applies your criteria, scores role-fit and ranks the pile with a reason on each. Here is what happens at each step, and where a human still decides.
Campus Recruiting Screening for Thousands of Student Applications
Campus recruiting drowns small early-talent teams in look-alike student resumes. How to set fair criteria, screen on arrival, and rank the pile so you reach the best students before offers close.
ATS vs Resume Screening Software and Whether You Need Both
An ATS tracks candidates through your pipeline; resume screening software reads and ranks the inbound pile. They solve different problems, and most teams that hire at volume run both. How to tell which you are missing.
How to Reduce Bias in AI Resume Screening with a Checklist
AI resume screening can reduce bias or amplify it, depending on how you set it up. Nine concrete steps to keep automated screening fair, defensible, and compliant with EEOC standards and NYC Local Law 144.
Best AI Recruiting Software in 2026 Compared Category by Category
AI recruiting software is not one category. Sourcing, screening, interviewing, and full ATS platforms each solve a different problem. An honest map of who each tool is for, with pricing and where each one fits.
Resume Screening Criteria and How to Write Them
Knockouts, must-haves, preferred items, and signals: how to write resume screening criteria that two reviewers would apply the same way, with a copyable checklist and the criteria that create legal exposure.
Ready to put it to work? Explore AI resume screening and how it works, or compare plans.
Reading is good. Watching Prescreener work the pile is better.
Run a sample role through Prescreener and watch resumes get parsed, scored for role-fit, and ranked into a pile your recruiters review and decide on.
Consistent criteria · Role-fit scoring · Human-in-the-loop