For Talent & HR teams
PromptHR reviews every application, runs structured interviews, and gives you a ranked shortlist with a scorecard for each candidate. You spend your time on the top five, not the bottom two hundred.
Try it as a candidate — live, no sign-up needed.
How a hire actually goes
Every step writes back to the scorecard so you can defend the decision later.
A typical mid-market role on PromptHR. Your numbers will vary.
Internally we call them Intake · Radar · Probe · Apex. Your team can keep saying “applications, screen, interview, hire.”
What changes for your team
The point isn't more AI. The point is fewer hours spent on screening and a hire you can stand behind in a calibration meeting.
Every applicant reviewed against the same rubric — even on a weekend.
Competency-by-competency, with evidence linked back to the resume.
Names, photos, schools hidden. You reveal after the panel is calibrated.
Every applicant gets status, timeline, and (if they want it) honest feedback.
Same questions, same rubric, recorded transcripts. Not memory — audit trail.
Day-1 baselines and 30/60/90 reviews feed the next shortlist.
Fairness
Skills ranked. Names hidden. The model makes a recommendation; the hire is yours to make — and yours to defend.
Resume, cover note, and links — all in one place.
Name, photo, school hidden. AI ranks on competency only.
Unmask only after panel calibration. The offer is always yours.
Recruiters see masked candidate IDs in the shortlist. Identity is revealed only when you choose — usually after the panel is calibrated.
Hover any competency to see the line in the resume or the interview answer that produced it. No black-box ratings.
The platform never sends a rejection on its own. People reject people.
Adverse impact ratios are calculated for each shortlist, so you know before you offer.
In the room with HR leaders
"We had 340 applicants for a data lead. PromptHR ranked them, ran structured interviews over a weekend, and handed us five names on Monday morning. The hire we made is still with us — two years in."
Same engine, three rooms
For talent teams. Open the role, paste the JD, get a ranked shortlist with structured interviews already done.
For universities and scholarship committees. Same engine, calibrated for academic potential and lived context.
For NGOs and government partners. Score proposals on merit, surface the work that wouldn't have made it past the first read.
Common questions
No. PromptHR sits in front of your ATS. We handle intake, screening, and structured interviews; the hires you move forward sync into Greenhouse, Lever, Workday, or whatever you already pay for.
Three things. First, the model only sees skills and experience — names, photos, schools, and other identity signals are masked until you reveal them. Second, every score is traceable to a line in the resume or interview answer. Third, every shortlist ships with an adverse impact report so you see disparity before you offer.
A short, mobile-friendly application, then a structured interview that feels like a calm conversation rather than a quiz. Status updates at every stage. If they ask, they get feedback. No ghosting.
Yes — and the system records when they do. Overrides are first-class citizens, not workarounds. They feed the next calibration.
Stored encrypted, region-pinned, deleted on request, never sold or used to train shared models. We are GDPR-aligned and pursuing SOC 2 Type II.
Most teams are screening live applicants within a day. The longest part is usually agreeing internally on the rubric — and we have a 30-minute call that gets you there.
Send us a job description. We'll come back with a ranked shortlist drawn from our candidate pool, with full scorecards and an adverse impact report. No commitment, no card.
No commitment · No credit card · Try a candidate interview instead →