Hiring automation
ProScreener
Every applicant is scored and interviewed before a human spends a minute.
Companies post an opening; candidates find it, apply and hand over a resume and their details. An AI reads each application against the role and returns a 0–100 score for how well it fits. You set the threshold that matters to you, and every candidate over it goes into a live, conversational AI interview as the first round — so your team meets a shortlist that has already been screened, not an inbox.
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At a glance
- Candidate score
- 0–100 per role
- Shortlist rule
- Threshold you set
- First round
- Live AI interview
- Applicant intake
- Resume + details
The shift
What it replaced
Before this existed
You read every CV that came in, guessed which were worth a call, and ran first-round screening yourself — inconsistently, and slowly enough that the best applicants took another offer while they waited.
After
Every applicant is scored against the role the moment they apply, and the ones over your bar have already sat the first interview by the time you open the shortlist.
What you can check
- 0–100 ATS score
- Threshold you set
- Live AI first round
- Resume + profile intake
Fit
Where it fits, and where it does not
Teams hiring for defined, repeatable roles
Where a role has requirements you can name, the scoring has something to score against and the first round is the same check every time — which is exactly the part worth handing off.
Companies without a dedicated recruiter
If reading applications and running first-round calls falls on a founder or a hiring manager between everything else, the scoring and the AI interview are the screener you did not hire.
Roles that attract more applicants than anyone can read
A popular opening can pull hundreds of CVs. Scored against the role, the pile arrives as a ranked shortlist instead of a weekend of reading.
Not built for
- Senior or executive hiring, where the first conversation should be a person
- Roles with no clear, nameable requirements to score against
- Employers who want a human to run every first-round interview
- Hiring where an AI-run first interview would put candidates off applying
In the wild
What people do with it
High-volume openings
A role that floods the moment it goes up
Score every applicant against the posting and interview the ones over your bar, instead of reading until you give up and calling the top of the pile.
Founders doing their own hiring
First-round screening with no one to hand it to
The CVs get read and the first interviews get run whether or not you had the afternoon. You step in for the rounds that decide, on a shortlist that has already been through one.
Hiring across timezones
Candidates who interview when they apply
A live AI first round does not wait for your calendar or theirs. An applicant in another timezone can sit the interview when they submit, not a week later when a slot opens.
Architecture
How it holds
A posted role sets the requirements. Each applicant arrives with a resume and their details, and an AI evaluates that application against the role to produce a 0–100 match score. The employer sets a threshold; applicants above it are taken into a live AI interview — a real back-and-forth conversation rather than a form to fill in — and the outcome comes back for the human rounds that follow. One flow, from opening to interviewed shortlist.
Post the role, candidates apply
You publish an opening with what the role needs. Candidates find it, apply, and upload a resume along with their details — the application the score is built from.
Score against the role
An AI reads each application against the role and returns a 0–100 match score, so the pile arrives ordered by fit rather than by whoever applied first.
Set the bar
You choose the threshold a candidate has to clear. Only applicants scoring above it move on — the line is yours to set and to move, per role.
Live AI first round
Candidates over the bar are taken into a live, conversational interview with an AI as the first round. The outcome comes back to your team, who pick up the rounds that need a person.
What it does
The decisions it is made of
Not a feature list. Each of these is a choice the build turned on, and each one was made against a cheaper alternative that would have worked until it did not.
0–100 candidate scoring
Each application is scored against the role it applied to, so you see how well a candidate fits before you spend a minute reading — and the shortlist orders itself.
A threshold you control
You set the score a candidate must clear to reach the interview, and you set it per role. A senior hire and a first support role do not share a bar, and here they do not have to.
A live AI first-round interview
Not a form and not a one-way video prompt — a real conversation. The first round happens even when nobody on your side is free to run it, and candidates can sit it when they apply rather than when your calendar allows.
One place both sides use
Candidates browse openings and apply; companies post roles and read outcomes. The job board, the scoring and the first interview are the same product rather than three tools joined by exports.
In practice
The shape of what it produces
candidate score · sample
Candidate
“Backend engineer — 5 years, two fintech roles, no team-lead experience”
- Skills match
- 82/100
- Experience
- 74/100
- Role alignment
- 68/100
- Communication
- 71/100
- Leadership
- 39/100
ATS score
67/100
The shape of a result: one application graded on separate criteria, so a strong candidate with one weak axis reads as exactly that — and the threshold you set decides whether they reach the interview.
Security
How your data is handled
You set the criteria and make the decision
ProScreener scores applications against the requirements you give it and interviews the ones over the bar you set. Which candidates advance, and who gets hired, is your call — and under every employment-law regime the responsibility for a hiring decision sits with the employer.
EvidenceThe threshold, the role requirements and the final decision are all yours to set; the product screens, it does not hire.
Automated hiring decisions are regulated
Scoring applicants and running AI interviews fall under laws on automated employment decisions, and several require a bias audit, candidate notice, or a route to human review. Which apply depends on where you and the candidate are. Worth settling before the first role goes up rather than after.
EvidenceEU: the AI Act lists recruitment as high-risk. US: NYC Local Law 144 and EEOC guidance. UK/EU: GDPR Article 22 on automated decisions about people.
No audited certification
THWorks holds no SOC 2, ISO 27001, HIPAA or PCI DSS attestation, and ProScreener is not covered by one, nor has its scoring been independently bias-audited. If your procurement requires either, we do not clear that bar today.
EvidenceStated here rather than left for you to find in a security or fairness questionnaire.
These are boundaries, not certifications. If your compliance or people team needs something in writing before you post a role, ask us and you will get a direct answer rather than a badge.
Displaces
What it takes off the stack
A separate job board or ATS
Posting the role, taking applications and reading outcomes happen in the product, not a subscription beside it.
Reading every CV by hand
The scoring orders the pile against the role, so the reading starts at the top rather than at the beginning.
The first-round screening call
A live AI interview runs the first round, so a person’s time starts at the round that needs judgement.
The scheduling back-and-forth
Candidates over the bar interview when they apply, not after a chain of emails to find a slot.
Gallery
Frames from the build
FAQ
ProScreener, answered
The questions that come up about ProScreener — what it does, how it is built, and what it takes to run it.
An AI reads each application — the resume and the details the candidate provides — against the role it was submitted to, and returns a 0–100 score for how well it fits. The score is a measure of fit against your requirements, not a prediction of how the person will perform.
You do, per role. The threshold is the score a candidate has to clear to move into the interview round, so you decide how selective the first cut is — and a senior hire and an entry-level role can use completely different bars.
It is a live, conversational interview conducted by an AI, run as the first round for candidates who cleared your threshold. It is a back-and-forth rather than a form or a one-way recording, and candidates can sit it when they apply instead of waiting for a slot.
Yes. ProScreener handles first-round screening — scoring applications and running the first interview — and the outcomes come back to your team for the rounds that follow. The hiring decision stays with you.
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