Brainner is an AI resume screening and candidate fraud detection platform for recruiting teams, primarily addressing the problems of time-consuming large-scale resume pre-screening and the difficulty of identifying fake candidates. The company states that its screening speed can reach 10 times that of manual work, and it can flag high-risk applicants before they enter the review stage.
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Main uses It is used to automatically screen and rank candidates in the recruitment process and detect fraudulent profiles, helping recruiters focus their energy on the most suitable applicants instead of reviewing large numbers of unsuitable resumes one by one. According to the company, organizations using Brainner can save up to 90% of pre-screening work, save up to 40 hours per month, and shorten the recruitment cycle by up to 30%.
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Main capabilities
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AI resume screening and candidate ranking: After candidates submit applications through an ATS job or careers page, Brainner analyzes their profiles in real time, ranks them by match with the job requirements, and provides reasons for each evaluation point.
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Custom screening criteria: The system extracts key screening criteria from the job description and suggests which criteria should be set as required, preferred, or neutral; recruiters can modify, delete, or add criteria themselves and reclassify them.
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Candidate fraud detection: The company says it combines public and proprietary data sources, with more than 3.5 billion data points, and uses more than 20 identity, contact, and behavioral controls to identify fraud patterns, including AI-generated resumes, duplicate or cloned profiles, fabricated work experience, inconsistent identity signals, mismatched qualifications, and proxy applications. Detection capabilities are updated as new fraud patterns emerge, and the company states that it does not use customer candidate data to train AI models.
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Decision-making and ATS synchronization: Recruiters can advance, archive, or put candidates on hold individually or in bulk in Brainner, and these changes sync back to the ATS in real time, forming an end-to-end process.
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Transparency: Detailed analysis reports for each candidate can be viewed to understand why they do or do not meet each criterion, and smart filters can be used to browse the candidate list.
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How to use Brainner integrates with existing ATSs through one-click connection, and the company says the connection process takes less than one minute. After connecting, candidates still apply as usual through the ATS job listings or careers page, Brainner screens and ranks them in real time in the background, and advancement or rejection decisions made by recruiters automatically sync back to the ATS. The company emphasizes that it supplements existing processes rather than replacing them, that all decisions require human action, and that Brainner does not automatically reject candidates.
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Applicable scenarios It is suitable for recruiting teams at large enterprises, RPOs, and startups, as well as those that need to handle large numbers of applications,HR professionals, hiring managers, and directors concerned about the risk of fake candidates. The company lists more than 30 native ATS integrations, including Greenhouse, Lever, Workday, iCIMS, BambooHR, Workable, JazzHR, Recruitee, SmartRecruiters, Zoho Recruit, Bullhorn, Pinpoint, Teamtailor, and Ashby, and says systems not listed can usually be integrated within one week.
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Compliance and limitations The company says Brainner complies with requirements such as GDPR, CCPA, SOC 2 Type II, and the EU AI Act, and regularly conducts AI bias and fairness audits. Evaluations are based only on job-specific criteria, not on personal attributes such as name, gender, age, or background. In terms of limitations, the platform does not replace recruiter decision-making and only provides information and signals; specific pricing, costs, and complete feature details are not yet provided.
