High volume · High volume recruiting
High volume recruiting software that screens every applicant
High volume recruiting overwhelms every manual process. Postings for retail, support, logistics, and seasonal roles can each draw hundreds or thousands of applicants, and a recruiting team has no realistic way to read them all, so most applicants are never genuinely screened and shifts stay open during the rush.
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 high volume recruiting software built to absorb that flood. It reads every inbound resume, applies your knockout and eligibility criteria evenly, scores role-fit, and ranks each pile with transparent reasons, so recruiters open a prioritized shortlist for every role at once. A human makes every decision, nothing is auto-rejected, and even at thousands of applicants the screening stays bias-audited for EEOC and NYC Local Law 144 with candidate consent and AI disclosure.
Why it works
What your team gets with high volume recruiting
Absorbs the flood
Hundreds or thousands of applicants per role are read and ranked automatically, so volume stops being the thing that breaks your screening.
Fairness at scale
Every applicant in a huge pile is screened on the same criteria, so a big pool stays comparable and defensible rather than dissolving into rushed judgment.
Recruiters keep up
A ranked shortlist per role focuses your team on the strongest matches, so high volume no longer means an impossible review load.
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 applicant even across thousands per role
- Applies the same criteria to the whole high-volume pile
- Scores role-fit and ranks with transparent reasons
- Hands recruiters a shortlist for every role at once
- Keeps bias auditing, consent, and human review at scale
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 high volume recruiting
Explore more
More ways hiring teams screen with Prescreener
Bulk resume screening
Screen 100% of applicants in bulk, no matter how deep the pile.
Learn moreApplicant 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 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