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 how to stay aligned with EEOC standards and NYC Local Law 144. No jargon, just what helps you hire the right people.
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: Pricing Compared
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 Interviewing Software: Pricing 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: Costs Compared
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: 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: 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: $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: What It Actually 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: What It Actually 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: What It Actually 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: What It Actually 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: What It Actually 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: What It Actually 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: What It Does
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: What It Actually 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: What It Actually 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: 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: HireVue Cost and the $35K Floor It Removed
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: What Bullhorn AI Costs 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: $99 and $165 Per User, AI Tiers Quoted
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: 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: 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: 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: What HiredScore Does
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: What It Costs and Why No Rate Is Public
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: 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: Cards, Hours, 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.
The Teacher Hiring Process: 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: A 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: 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: 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: 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: Hire 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: How Much Does Breezy HR Cost?
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: Is AI Resume Screening Legal 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: Which ATS 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: 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.
The Resume Screening Checklist: 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: Screen for Eligibility Without Screening Out 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: What It Really Includes and How to Lower It
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: Keeping Automated Screening Fair
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: 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.
Resume Screening Software Cost: 2026 Pricing
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: How to Screen 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: Do 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: A Practical 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: A Category-by-Category Guide
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: 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.
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