Prescreener
How it works
ATS screening Resume parser Candidate screening software AI recruiting software AI applicant screening Resume ranking software Bulk resume screening Tech hiring Retail hiring Healthcare hiring Sales hiring Customer service hiring See all →
BambooHR alternative Fountain alternative Workday alternative iCIMS alternative HireVue alternative CVViZ alternative Sapia.ai alternative Manatal alternative Workable alternative Greenhouse alternative Lever alternative SmartRecruiters alternative JazzHR alternative Paradox alternative Ashby alternative Breezy HR alternative Eightfold alternative hireEZ alternative Pinpoint alternative
Pricing Blog

By industry · Construction recruiting

Construction recruiting software for trade and field applicant screening

Construction hiring runs on a clock the office does not control. A superintendent needs three journeyman electricians on a job that mobilizes in two weeks, the applications come in from job boards, referrals, and a paid campaign all at once, and a large share of them are laborers applying to a licensed-trade posting or drivers who saw the word construction and clicked. Whoever calls the qualified applicants first tends to book them, because a good tradesperson with current cards is talking to several contractors the same week.

Parse · score · rank · recruiter reviews

Shortlist Desk
Criteria

top · held

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

top matches surfaced held for review Reasons on every card

AI assists · you decide · bias-audited (EEOC / NYC Local Law 144)

CONSISTENT CRITERIA RANKED PILE ATS-READY

Human-in-the-loop you decide

EEOC and LL144 bias-audited

Prescreener reads every construction application the moment it lands and screens it against what the role actually requires: trade and classification, the licenses or certifications the work needs (state electrical or plumbing license, OSHA 10 or OSHA 30, NCCER credentials, welding certs, a CDL for equipment operators), years in the specific trade, union or open-shop status, and whatever knockouts you set for that project. It ranks each posting's pile with a short written reason under every applicant, so a recruiter or a busy PM opening the list at six in the morning starts with the people worth a phone call instead of scrolling applications in the order they arrived. Nothing is auto-rejected, so a human still makes every call.

Worth being precise about what this is not. Prescreener does not verify a state trade license against the licensing board, run background checks or drug screens, confirm OSHA card numbers, check E-Verify, or manage certification files. Those stay in your compliance stack and with your safety department, where they belong. What Prescreener replaces is the hours somebody spends reading raw applications to work out who is even worth verifying, which on a fast-moving job is the difference between reaching a good electrician on day one or day four.

Why it works

What your team gets with construction recruiting

Screens on the credentials the trade actually needs

Classification, state license type, OSHA 10 or OSHA 30, NCCER or welding certifications, years in the trade, and equipment endorsements are all criteria you set per posting, so an electrical foreman req and a general labor req are never screened against the same bar.

Ranked before the tradesperson signs elsewhere

Applications are screened as they arrive rather than in a batch somebody works through after the daily huddle. Skilled trades with current cards take the first real conversation, and this is the step that decides whether that call comes from you or the contractor across town.

A written reason under every applicant

Each candidate carries the criteria they met and missed, so a recruiter can see why a pipefitter ranked where they did, and a superintendent reviewing the shortlist later sees exactly the same thing.

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.

  • Screens skilled-trade and general labor pools against per-posting criteria
  • Checks license type, safety cards, certifications, and years in the trade
  • Ranks each posting so recruiters call the strongest applicants first
  • Runs alongside your construction ATS and certification tracking system
  • Bias-audited to support EEOC standards and NYC Local Law 144
SHORTLIST Screening
#1 Maya R. 92
#2 Devon L. 88
#3 Priya S. 81 Review
Role-fit scored 48 screened this week

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 construction recruiting

Construction recruiting software helps a contractor hire trade and field workers, typically covering job posting, the application, recruiter follow-up, and onboarding. Screening tools are the layer that reads the resulting applicant pool, checks it against the licenses, certifications, and experience a role requires, and ranks candidates so recruiters and project managers call the strongest people first.
Define the requirements once per posting, screen every application against them the minute it arrives instead of once a day, and hand recruiters a ranked call list instead of an inbox. Most delay in construction hiring is applications sitting until someone has a free hour, not the reading itself, and skilled trades apply to several contractors at once.
No. Prescreener screens what the applicant submits and what your criteria say, then ranks the pile. Verifying a state electrical or plumbing license against the board, confirming OSHA card numbers, background checks, drug screens, and E-Verify are separate steps that stay with your compliance provider and safety department.
Yes, and it should screen them separately. You set one posting for licensed electricians with the license and experience knockouts that role needs, and a different posting for general laborers with its own criteria, so applicants are ranked against the right bar instead of one blended standard.
No. Contractors running Arcoro, Bridgit, a general ATS, or a spreadsheet keep them. Prescreener adds the screening and ranking layer on top of the applicant flow those systems already collect, so you get a prioritized pile without moving your candidate records.
That depends on the criteria you set. If a posting requires a journeyman card, an apprentice is flagged as not meeting it with the reason attached rather than deleted. Contractors running an apprenticeship or helper pipeline usually set a separate posting with its own rules, so apprentices are ranked against each other instead of against fully carded journeymen.
Automated screening tools are widely used, and the same employment law applies as anywhere else: criteria must be job-related and applied consistently, and disparate impact liability under Title VII is unchanged. Several states and cities add rules for automated employment decision tools. Prescreener discloses AI use to applicants, keeps scoring criteria-based and bias-audited, and never auto-rejects, so a person makes every decision.
Read every resume screening question

Explore more

More ways hiring teams screen with Prescreener

Resume screening for tech hiring

Screen engineering applicants on real stack and role-fit, not buzzwords.

Learn more

Resume screening for retail hiring

Screen high-volume retail applicants on availability and fit, fast.

Learn more

Resume screening for healthcare hiring

Screen clinical applicants on license, credentials, and shift fit, fast.

Learn more
See every screening use case See pricing Back to resume screening

Stop 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.

See pricing

Consistent criteria · bias-audited to EEOC and LL144 · human-in-the-loop