Dylan Hoback
Accu-Tube
My Praxie analytics software transformed our operations, enabling data-driven decisions and streamlining our manufacturing process.
Four hundred applicants. Two days of reading. Same role next quarter.
Replace keyword filters and manual screening with AI that reads every application against your actual requirements — shortlisting consistently and showing why each candidate scored as they did.
$0
Send us one role and its applications
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Free pilot on your own hiring data. You keep what we find.
AI resume analysisfor talent acquisition teams
Customer Success Stories
Dylan Hoback
Accu-Tube
Jason Carpenter
Environmental Pest Management
With Praxie, I found a way to take what was in documents and spreadsheets and provide my team with a visual application environment to drive our strategy with full accountability.
Elizabeth Pridham
Perfection Fresh
Praxie dramatically improved our process through digital transformation. We now have visibility and can drive decisions at a fraction of the time.
Scott Russell
NUCOR Vulcraft
I would heartily recommend the Praxie team to any organization seeking to seriously undertake a lasting and successful innovation process.
Mike Bainbridge
Dover Food Retail
Our MFG Ops application greatly improved our daily management initiatives. It is easy to see how we are doing, identify issues, and track improvements—no matter where we sit.
Jeff Piotrowicz
ChemLink
With Praxie we've created a way to report on complex projects that gives management full visibility. Executives have visibility to projects, assignments, and more at their fingertips.
Maureen Thompson
American Nurses Association
Our Praxie App makes it easy to track progress on strategic objectives across the organization and includes an executive-level dashboard with real-time reports to the board on key initiatives.
Tom Anderson
Springfield Armory
Praxie is used every day to track and analyze every aspect of production, quality, safety, and more. We improved quality by 10%.
Peggie Pelosi
Innovators Alliance
Almost overnight, Praxie created a customized solution for our 100 member organizations across Canada to drive strategy and innovation.
Kate Merton
Anthem
Praxie's innovation solution stood out from other options because it can be customized so quickly to fit our exact process requirements. Plus, it is incredibly easy to use and manage.
The bottleneck is reading, not deciding.
Attracting applicants was the easy part. Reading all of them fairly, against the same bar, is the job.
“Why has this role been open for three months?”
“I screened two hundred. The filter rejected the rest.”
A keyword filter rejecting good people for using different words.
You do not need fewer applicants. You need every one read against the same bar — with the reasoning visible.
If you own hiring
Is this your pipeline?
Most talent acquisition teams recognise at least four of these. If you recognise six, the rest of this page is written for you.
- Keyword filters reject candidates who describe things differently.
- Two recruiters shortlist the same pile differently.
- Screening is the longest step in the process.
- Good candidates drop out while waiting for a response.
- Nobody can explain why a candidate was rejected.
- The same role is re-advertised with the same bottleneck.
- Requirements in the job ad differ from what the manager wants.
- “Why was that one rejected?” has no recorded answer.
None of this is an attraction problem. It is a screening problem.
Is this you?
Worked example — high-volume recruitment teamScreening used to be the longest step.
Days↓Hoursto produce a defensible shortlist
Hundreds of applications per role, keyword filters at the front, and recruiters reading whatever got through.
Because filtering was keyword-based and the reading that followed depended on who did it, strong candidates were lost for phrasing and shortlists varied by recruiter.
With AI reading each application against the actual requirements, every candidate is assessed on the same basis, the reasoning behind each score is recorded, and recruiters spend their time interviewing rather than filtering.
Shortlist review, 9am
What you walk into the shortlist review with
Today
A pile and a filter.
- Keyword filters rejecting good people
- Shortlists that vary by recruiter
- Screening as the longest step
- No recorded reason for rejection
→
With Praxie
A shortlist you can explain.
- Every application read against the same bar
- Reasoning recorded for each candidate
- Strong candidates not lost to phrasing
- Recruiters interviewing, not filtering
Key ROI Elements
30%
Less Screening Bias
Screen consistently and reduce hiring bias.
40%
Faster Screening Cycle Time
Cut delays from application to shortlist to interview.
25%
Higher Scoring Consistency
Keep screening fair and on schedule.
15%
Lower Cost per Hire
Reduce manual review, rework, and bad hires.
Fewer
Missed Talent
Surface strong candidates you would have missed.
Higher
Quality of Hire
Hire better-fit people, faster, from every pipeline.
See Praxie in Action Now
Which role is hardest to shortlist, and why?
Now select a day and time below.
Why Keyword Filters Miss Good Candidates
Spreadsheets &
Manual Logs
- Reactive tracking
- Manual resume review
- Limited screening history
- Hard to compare candidates
- Higher bad-hire risk
ATS / HRIS
Recruiting Modules
- Connected to enterprise data
- Often rigid workflows
- Slow field adoption
- Heavy configuration
- Limited AI guidance
Traditional
ATS Filters
- Good applicant tracking
- Keyword-match support
- Can become data-entry heavy
- Limited operational context
- Often weak analytics
Point
Predictive AI Tools
- Useful for simple roles
- Some matching features
- May require heavy setup
- Disconnected from execution
- Limited screening workflows
★ BEST FIT
Praxie AI-Powered
Resume Analysis
- AI parsing, scoring & matching
- Predictive alerts and risk prioritization
- Connects ATS, HRIS, job boards & documents
- Dashboards, workflows & recruiter guidance
- Faster deployment, lower complexity
Screening workflow flexibility
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✓
Real-time scoring & ranking
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✓
AI matching & recommendations
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–
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✓
✓
Parsing, scoring & shortlists
–
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✓
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✓
Connected requirements, resumes & scores data
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✓
Speed to deploy and adapt
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✓
Why Praxie
Stands Out
Stands Out
More flexible than rigid ATS modules
Far more automated than spreadsheets and manual logs
Broader than basic keyword filters
Faster to deploy than heavy ATS implementations
Questions Talent Leaders Ask Us First
The objections we hear in the first 20 minutes — answered plainly.
1
How does AI improve resume analysis — and can my team trust it?
Answer: The AI helps recruiting teams make better decisions by analyzing job requirements, resumes, skills, experience, and recruiter notes. Scores are explainable, so teams can see why a candidate ranks where they do and stay in control of every hiring decision.
2
Can this reduce screening bias and slow hiring?
Answer: Yes. AI-powered resume analysis applies consistent criteria, matches skills objectively, and surfaces best-fit candidates before great applicants slip through. This helps teams shift from manual, inconsistent screening to fast, fair, structured evaluation.
3
How does the system help manage resumes and recruiter priorities?
Answer: The AI can help parse, score, prioritize, and route resumes based on requirement fit, skills, experience, role criticality, and recruiter assignments. Teams get a clearer view of which candidates lead and why.
4
Will this help us compare candidates and justify decisions?
Answer: Yes. The system compares candidates side by side across requirements, skills, experience, and scores, and documents the rationale — giving you a clear, auditable basis for shortlisting and easy hiring-manager buy-in.
5
Is this better than spreadsheets or a basic ATS filter?
Answer: Yes. Spreadsheets and keyword filters store resumes but do not actually understand them. AI-powered resume analysis connects job requirements, resumes, skills, and scores so teams can screen faster, compare fairly, and continuously improve hiring.
Bottom line: AI-powered resume analysis helps teams screen consistently, compare candidates fairly, speed up shortlisting, and move from manual review to structured, best-fit hiring.
Which role would you screen first, if it took hours?
Send us one role and its applications. We’ll show you what Praxie would produce — your requirements, your candidates, your shortlist.
1Send us a role230-minute review3Free pilot on your data
See Praxie in Action
No cost, no obligation — and you keep what we find either way.