For recruiting & staffing
Screening and follow-up shouldn't be why good candidates go cold
Volume kills recruiting operations at the front end — resumes piling up against a brief, candidates who never hear back, interviews that take three emails to schedule. An agent clears that queue so recruiters spend their time on the calls that need judgement, not admin.
Tell us the workflowWhere this fits in a recruiting operation
- Resume & candidate screening — candidates scored against the brief, sorted, and invited to the next step automatically. Humans do the interviews.
- Candidate follow-up — status updates, document chasers, and interview reminders that fire on schedule instead of depending on someone remembering.
- Interview scheduling — a chat or voice agent works with candidates and hiring managers to land a time, using the same qualify-then-book pattern behind our AI Caller demo.
- ATS & CRM sync — candidate status entered once, visible everywhere, no double entry between your ATS and your own tracking.
What you get
- An agent wired into your ATS, your calendar, and your comms channels
- Scoring and escalation rules you set — the agent never makes the hiring call
- The full codebase and documentation — yours to keep
- Two weeks of monitoring and tuning on real candidate volume after launch
Where we are with this
This is one of our named target verticals, not a shipped client case study yet — we'd rather say that plainly than imply otherwise. What's real: the underlying qualify-then-escalate pattern is the same one running in our AI Caller demo today, and the back-office automation work described in back-office operations already covers resume screening as a case. See how we work for engagement terms and data handling.
Do you work with Bullhorn, Greenhouse or Loxo?
We don't require you to switch ATS. If it has an API or webhooks — and Bullhorn, Greenhouse and Loxo all do — we connect to it directly, so scored candidates and outcomes land where your team already looks.
Who owns the code?
You do, completely. The screening logic, scoring rules and integrations are delivered to your repository. No per-seat licence, no dependency on us to keep it running.
How long does it take?
A single flow — resume screening against a brief, or candidate follow-up — typically ships in one to three weeks depending on how many systems it touches.
Does it replace our recruiters?
No — it handles the repetitive front end: screening volume against a brief, chasing candidates for missing documents, scheduling first-round calls. Humans do the interviews and the judgment calls; the agent clears the queue in front of them.