Prescreener
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Pricing Blog

Screening · Recruitment automation

Recruitment automation software that automates resume screening

Recruitment automation is usually sold as a bundle of small conveniences: an autoresponder here, a scheduling link there, a status update that fires on its own. Those save minutes. The task that actually costs a recruiter their week is reading the inbound pile, and most automation platforms leave that job exactly where it was, sitting in a human inbox at 400 resumes per posting.

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 automates the expensive part. It reads every application the moment it lands, applies the knockout and eligibility criteria you defined for the role, asks your screening questions, scores role-fit, and ranks the pile with a plain-English reason attached to each candidate. Recruiters open a prioritized list instead of an undifferentiated inbox, and a human still makes every advance or reject call, because nothing is auto-rejected. The screening is bias-audited to support EEOC standards and NYC Local Law 144, and runs with candidate consent and clear AI disclosure.

Why it works

What your team gets with recruitment automation

Automates the real bottleneck

Scheduling links and status emails save minutes. Reading several hundred resumes per req is what costs days, so that is the step Prescreener automates first.

Runs on arrival, not in batches

Screening fires the moment an application lands rather than when someone gets around to it, so your shortlist is current instead of a week behind the pile.

Automation you can explain

Every automated ranking carries the criteria and the resume evidence behind it, so an automated decision path is auditable rather than a black box.

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.

  • Automates resume screening across the entire inbound pile
  • Applies your knockout and eligibility rules identically to every applicant
  • Scores role-fit and ranks candidates with transparent reasons
  • Runs alongside Greenhouse, Lever, Workable, or any ATS you already use
  • Keeps a human in the loop: it ranks and flags, it never auto-rejects
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 recruitment automation

Recruitment automation software handles repeatable hiring tasks without a recruiter doing them by hand: screening applications, scheduling, candidate messaging, and pipeline reporting. The highest-value piece is screening automation, because reading every inbound resume is the single most time-expensive manual step in hiring.
Automate the step with the worst time-to-value ratio, which is almost always resume screening. A single US job posting commonly pulls 250 to 400 applications, and reading them is repetitive, rule-based work. Scheduling and status updates come second because they save minutes rather than days.
No. Automation removes the sorting work, not the judgment. Prescreener ranks and flags candidates with reasons, and a recruiter reviews the shortlist and makes every advance or reject decision. Keeping a person in the loop is also what regulators expect of automated employment decision tools.
Read every resume screening question

Explore more

More ways hiring teams screen with Prescreener

Applicant tracking system screening

The AI screening layer that ranks your inbound pile alongside your ATS.

Learn more

Resume parser

A resume parser that does not stop at fields. It scores and ranks too.

Learn more

Candidate screening software

Screen every candidate on consistent criteria, then review the top matches.

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