Consistent criteria · Bias-audited · You decide

Resume screening software: AI candidate screening that ranks the pile, you review the top 10

Prescreener reads every inbound resume, applies your knockout criteria, scores role-fit, and ranks the applicant pile with a transparent reason on each. AI assists, you decide.

Shortlist Desk

Role

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)

Every applicant read, not just the first page Never auto-rejects, a recruiter decides

Works alongside Greenhouse, Lever and Workable

Built fair

Consistent criteria Consent + AI disclosed Bias-audited

EEOC & NYC LL144 aligned

Human-in-the-loop you decide

What changes

Read the whole inbound pile, review only the top matches

Most teams screen on paper, skim the first page of applicants, and let the rest sit. Prescreener reads every resume, applies your criteria the same way for everyone, and ranks the pile so your recruiters spend their time on the candidates worth meeting.

Screen 100% of applicants

Prescreener reads every inbound resume the moment it lands, not just the first fifty, so no strong candidate is lost to a pile no one had time to work through.

Days of sorting, gone

It parses, applies your knockouts, scores role-fit and ranks the pile in minutes, so recruiters open their morning to a clean shortlist instead of 400 PDFs.

The same fair criteria

Every applicant is scored against the criteria you set, with a transparent reason on each, so screening is consistent instead of dependent on who happened to read the resume.

Fair and auditable

Consent and AI disclosure come first, scoring is criteria-based and bias-audited, and a recruiter makes every call. Built to support EEOC standards and NYC Local Law 144.

Prescreener is decision-support for recruiters. It ranks and flags candidates for recruiter review and never auto-rejects an applicant.

How it works

Set your criteria, then Prescreener ranks every applicant

Stand it up in minutes for any role. Prescreener reads the pile, scores it consistently, and you review the ranked shortlist and decide.

01 / DEFINE

Set role criteria and knockouts

Pick the role, the must-have criteria, the knockout and eligibility rules, and any screening questions. Prescreener applies the same rubric to every applicant.

02 / SCREEN

Prescreener reads the pile

As applicants apply with consent and clear AI disclosure, Prescreener auto-parses each resume, applies your criteria and knockouts, and scores role-fit with a transparent reason on each.

03 / REVIEW

You review the ranked shortlist

The pile re-ranks: top matches rise, knockouts are flagged and held for review. You open a clean shortlist with reasons on every card and decide who advances.

See how to screen resumes with AI

What Prescreener did this week

Every applicant read and scored, while your team focused on the top matches

Prescreener parses the pile, applies your criteria, and re-sorts the applicants by fit with a reason on each. Here is a typical batch of high-volume hiring on autopilot.

Auto-parses every inbound resume into structured data
Applies your knockout and eligibility rules to each applicant
Scores role-fit against the criteria you set, with a transparent reason
Ranks the pile and hands recruiters a clean shortlist to review

This batch, ranked Ranked

412

Screened

Top matches

11.6h

Saved

01 Jordan A 92 fit Top

02 Priya S 88 fit Top

03 Marcus L 85 fit Top

KO Casey W Held for review

Customer support role · criteria-scored Recruiter reviews

Solutions

One screening layer for the whole inbound pile

AI applicant screening

Read every inbound resume the day it lands, apply your knockouts, and score role-fit with a reason on each.

Explore

Role-fit scoring

Score every applicant against the same criteria, so the pile is consistent and auditable.

Explore

Ranked shortlists

Re-rank the pile into a clean shortlist with transparent reasons for your recruiters to review and decide.

Explore

See every way teams screen and rank with Prescreener

How screening actually gets done

Three ways teams screen an inbound pile

Most hiring teams use one of these three. Here is what each one does with the applicants nobody gets to.

What matters	Reading in arrival order	ATS keyword filter	Prescreener
Who gets read	Whoever applied first, until time runs out	Whoever matched the keyword string	Every applicant, no matter when they applied
How candidates are prioritized	Arrival order, so the best hours go to random candidates	Keyword presence, which rewards resume wording over fit	Role-fit score against the criteria you set
The bottom of the pile	Never opened once the shortlist looks full enough	Filtered out silently, strong people included	Read and ranked, so nobody is lost to a backlog
Consistency between reviewers	Varies by who read it and how late in the day	Consistent, but only about keywords	Same criteria applied to everyone, every time
Why a candidate ranked where they did	Whatever the reviewer remembers	Matched or did not match the string	A transparent reason tied to your criteria
Who makes the decision	A recruiter	The filter, before a human sees it	A recruiter. Prescreener ranks and flags, it never auto-rejects

Swipe to see the Prescreener column →

What is resume screening software?

Resume screening software reads every inbound application, checks it against the criteria a hiring team sets (must-have skills, certifications, eligibility, availability), scores how well each candidate fits the role, and ranks the pile so recruiters review the strongest matches first instead of reading in the order applications arrived.

Does it reject candidates automatically?

Prescreener does not. It ranks and flags candidates for a recruiter to review, and shows the reason behind every placement, so a person makes each advance or reject call. Screening runs on consistent criteria with candidate consent and AI disclosure, and is bias-audited for EEOC and NYC Local Law 144.

Outcomes vary by role, applicant volume and how you configure your criteria. Last updated August 2026.

Pricing

Less than one screening hire, for software that reads every resume

Flat monthly plans by active jobs, applicant volume and seats. Every plan is paid, there is no free plan. Prices in USD. Choose a plan to get started.

Starter

Small teams getting started with AI screening

$199/mo

Up to 3 active jobs
1,000 applicants screened per month
2 recruiter seats
Knockout rules and role-fit scoring
Ranked pile with transparent reasons

Growth

Scaling talent teams hiring across roles

$499/mo

Up to 15 active jobs
5,000 applicants screened per month
5 recruiter seats
ATS export
Bias-audit reports for EEOC and NYC LL144
Everything in Starter

Scale

High-volume hiring teams

$1,290/mo

Up to 50 active jobs
25,000 applicants screened per month
15 recruiter seats
Integrations with your hiring stack
Priority support
Everything in Growth

Unlimited jobs and volume, SSO and a full compliance pack? See full pricing and the Enterprise plan.

Before you start

The questions talent teams ask first

It is software that reads inbound resumes and decides which applicants are worth a recruiter's time. Prescreener auto-parses every resume, applies your knockout and eligibility criteria, scores role-fit against the rubric you set, and ranks the pile with a transparent reason on each candidate. You receive a clean shortlist and a recruiter makes the final decision.

No. Prescreener ranks and flags. Knockouts are held for recruiter review, never auto-rejected, and a human makes every advance or pass decision. It is decision-support, never a sole automated rejection.

Yes. Every applicant is scored against the same criteria with a reason you can inspect. We provide bias-audit reports and design the workflow to support EEOC standards and NYC Local Law 144. Candidate consent and AI disclosure are built in.

Prescreener is screening-first, not a system of record. It sits alongside Greenhouse, Lever and Workable, ranks your inbound pile, and exports the ranked shortlist. It is not a rip-and-replace ATS.

Yes, though less universally than most applicants assume, and the capability varies sharply by platform. Among the major systems we have checked directly, iCIMS, Workday, SmartRecruiters and SAP SuccessFactors do rank inbound applicants, Greenhouse deliberately declines to score or rank for role fit, and HireVue does not read inbound resumes at all. Many employers own a platform whose AI screening is gated behind a higher edition or a separate license, so it is never switched on.

There is no single winner, because the systems disagree on what screening even means. iCIMS ranks on skills and experience through Coalesce AI, Workday screens via HiredScore but licenses the AI separately from core Recruiting, SmartRecruiters ranks through its Winston layer in the upper editions, and SAP SuccessFactors stack ranks through Joule once AI Units are licensed. Greenhouse refuses to rank on principle. Check which edition of your own contract includes it before assuming you have it.

Yes, when it is done properly. Title VII, the ADA and the ADEA still apply in full, and disparate-impact liability attaches to automated screening exactly as it does to human screening. New York City Local Law 144 requires a bias audit and candidate notice for automated employment decision tools, and several states have added their own rules. Prescreener is bias-audited to support EEOC standards and Local Law 144, discloses AI use, and never auto-rejects.

Prescreener publishes its rates: Starter is $199 a month, Growth $499 and Scale $1,290, priced on applicant volume and open jobs rather than recruiter seats. There is no free plan. Most recruiting platforms in this category publish nothing at all and quote after a demo, so compare on the total, not the headline.

The whole pile, however deep it goes. A role with 90 applicants and a role with 3,000 are both read in full in one pass, and the ranked shortlist is drawn from 100 percent of applicants rather than a sample. Plan limits are monthly applicant volume, from 1,000 on Starter to 25,000 on Scale.

Yes. Prescreener is a screening layer, not a system of record, so it runs alongside whatever you use, including agency systems like Bullhorn where AI matching sits in quote-only tiers. Your job orders, client records and submissions stay where they are, and the ranked shortlist goes back into your ATS.

A keyword filter checks whether a string appears in a document, so it rewards resume wording and silently drops strong people who phrased things differently. Prescreener reads the whole application, applies your knockout and eligibility criteria, scores role-fit and ranks everyone with a written reason, and it never removes anyone from consideration.

Prescreener is decision-support with transparent reasons on every candidate, so you review the top matches rather than trust a black box. We make no perfect-accuracy claims, and recruiters review and decide.

No. Every plan is paid because Prescreener is built for real hiring pipelines. The live demo above is the free taste, so you can feel exactly how it ranks a pile before you choose a plan.

Read every resume screening question

Stop reading 400 resumes. Put screening on autopilot.

Set your criteria and knockouts and Prescreener reads every applicant, scores role-fit, and ranks a clean shortlist for your team. Consent-first, bias-audited, and you make every final call.

See pricing

Consistent criteria · consent + AI disclosed · bias-audited for EEOC and NYC Local Law 144 · human-in-the-loop