By industry · Tech hiring
Tech recruiting software for engineering candidate screening
Tech recruiting software has to solve a problem that is specific to engineering hiring: the applicant pile is enormous and the signal is buried. A single mid-level backend role at a company nobody has heard of can pull four hundred applications in a week, and the resumes are genuinely hard to read. Keyword filters make it worse, not better, because they reward whoever pasted the most frameworks into a skills section while a strong engineer with a four-line resume and three years of relevant production work gets filtered out on a missing string.
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 the engineering candidate screening layer. It reads every developer resume for what it actually shows, applies the knockout and eligibility criteria you set (required stack, years at the seniority you are hiring, work authorization, location or time zone, on-call expectations), asks the short screening questions you write, scores role-fit against your engineering criteria, and returns the pile ranked with the specific reasons behind each placement visible to the recruiter and the hiring manager.
It is screening-first, not an applicant tracking system, so it runs alongside Greenhouse, Lever, Ashby, Workable or whatever your team already uses, and nothing migrates. It also does not decide. Prescreener ranks and flags, never auto-rejects, discloses AI use to candidates, and is bias-audited to support EEOC standards and NYC Local Law 144. A recruiter or an engineering manager makes every call about who gets a call back.
Why it works
What your team gets with tech hiring
Beyond keyword stuffing
Screening reads real experience and role-fit instead of rewarding whoever listed the most frameworks, so concise strong engineers are not knocked out on a missing string.
Stack and seniority criteria
Knockout rules for required stack, seniority, time zone and work authorization are applied evenly to every applicant, so mismatched candidates do not eat engineering-manager time.
Managers review the top
A ranked shortlist with reasons sends engineering managers straight to the strongest fits instead of a noisy, undifferentiated pile they will not get to until Thursday.
Adjacent stacks are not knockouts
A senior Rails engineer applying to a Django role is usually a real candidate. Related experience is scored on transferable depth rather than binned for the wrong framework name.
Runs next to your ATS
Prescreener is a screening layer, not a system of record. Keep Greenhouse, Lever, Ashby or Workable and add the ranking step in front of the pipeline you already run.
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 engineering resume in the pile, not a sample
- Applies stack, seniority, time zone and eligibility knockouts evenly
- Scores role-fit and ranks with transparent reasons on each candidate
- Scores adjacent-stack experience instead of filtering it out
- Sends hiring managers the strongest matches first
- Bias-audited to support EEOC standards and NYC Local Law 144, with candidate consent and AI disclosure
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 tech hiring
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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