By industry · Healthcare hiring
Healthcare recruiting software for resume screening on license and shift fit
Healthcare hiring is urgent, competitive, and credential-heavy. Open shifts cost money and strain the staff already on the floor, yet recruiters still read every application by hand to confirm an RN license, the right certifications, and whether the person can actually work nights on a step-down unit. Strong clinical candidates accept offers elsewhere during that wait, and in nursing the offer window is measured in days.
Confirm your work email, add up to 3 of your own resumes, see them ranked with reasons
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 · impact ratio reports for your bias audit
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Impact ratio reports for your audit
Prescreener is the screening layer for healthcare recruiting. It reads every application the moment it lands, applies the knockout criteria you set for that requisition (license type and state, certifications like BLS, ACLS or PALS, years in the specialty, shift and weekend availability, travel or per diem status), scores fit, and ranks the pile with a written reason under each applicant. A nurse recruiter opening the list at the start of a shift starts with the people worth calling instead of scrolling applications in arrival order. Nothing is auto-rejected and a human makes every decision.
Be clear on scope. Prescreener does not perform primary source verification against a state board of nursing, run background checks or drug screens, manage credentialing files, or check exclusion lists. Those are regulated verification steps that stay with your credentialing team and your background check vendor, where Joint Commission and CMS expect them. What Prescreener replaces is the hours a recruiter spends reading raw applications to work out who is even worth verifying, which is the step that decides whether you reach a good nurse on day one or day five. Screening comes with impact ratio reports for your EEOC and NYC Local Law 144 audit work, with candidate consent and AI disclosure.
Why it works
What your team gets with healthcare hiring
License and credential knockouts
License type, issuing state, and required certifications can each be set as a knockout applied evenly across the pile, so recruiters are not reading applications that cannot clear the hard requirement for the unit.
Screens on the shift, not just the skill
Nights, weekends, rotating shifts, weekend program eligibility, and per diem availability are criteria you set per requisition. Two applicants with identical clinical backgrounds are not equivalent if only one can work the schedule you are filling.
Ranked before the nurse goes cold
Applications are screened as they arrive rather than in a batch somebody works through after rounds. Experienced clinicians apply to several systems at once and tend to take the first real conversation.
A written reason under every applicant
Each candidate carries the criteria they met and missed, so a recruiter can see why someone ranked where they did, and a nurse manager reviewing the shortlist sees the same thing without re-reading the pile.
Clinical guardrail
Prescreener screens against the criteria you set and ranks with reasons. It never makes a clinical judgment, never verifies a license at the source, and never rejects anyone. Those calls stay with qualified humans.
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 every clinical application in the pile as it arrives
- Applies license, state, and certification knockouts consistently
- Checks shift, weekend, and per diem availability against the requisition
- Scores specialty and unit fit, not just keyword overlap
- Ranks the pile with transparent reasons for recruiters and nurse managers
- Runs alongside your ATS, credentialing system, and background check vendor
- Never makes clinical judgments; with impact ratio reports for your EEOC and NYC Local Law 144 audit work
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 comes with impact ratio reports for your EEOC and NYC Local Law 144 audit work.
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 healthcare hiring
Explore more
More ways hiring teams screen with Prescreener
Apploi pricing
Apploi publishes no prices. Its pricing page splits healthcare employers into four segments and names a different pricing unit for each: locations for senior living and skilled nursing, aides for home health, BCBAs for behavioral health. Here is what each unit means for your quote, what the AI does and does not do, and what it costs to rank clinical applicants without a new platform contract.
Learn moreWorkstream pricing
Workstream publishes four plans and no prices. Every card on its pricing page ends in Get in touch, and its own blog says the quote follows location count, headcount and modules. The one dollar figure Workstream has printed itself is a negotiated $50 per location a month for A&W franchisees. Here is each figure graded, what each plan includes, and what it costs to rank applicants without a new platform contract.
Learn moreHireology pricing
Hireology publishes no price. Its own packages page names two plans, Core and Perform, and puts every AI feature that reads applicants on Perform. The $249 and $499 figures you see quoted belong to plan names Hireology no longer sells. Here is what each plan includes, what the one published rate ($3 per AI Interview over the cap) means, and what it costs to have applicants ranked without a new ATS contract.
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Learn moreStop reading the inbound pile by hand. Put screening on autopilot.
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Consistent criteria · impact ratio reports for your bias audit · human-in-the-loop