Recruiting eats 30-50% of an HR team's time. This guide shows exactly what you can automate today — from initial CV screening to final offer — and where you, as the recruiter or hiring manager, still need to be.
Hundreds of CVs per role for popular positions — manual reading is impossible
Interview coordination via 10 emails per slot
Inconsistent candidate communication (delayed replies, lost good candidates)
Technical assessments hiring managers postpone for weeks
Write clearly what 'must have' vs 'nice to have' means: years of experience, tech stack, location, salary, visas. These criteria become rules for the AI.
Every CV from LinkedIn, email, or form gets parsed (PDF, DOCX, image), structured, and scored against your criteria. AI sees what's missing — not just what's there.
Auto-confirmation email within 5 minutes. Just this reduces ghosting by 30%+. For rejections: short, professional feedback with an invitation to apply for future roles.
Shortlisted candidates get a booking link. No more 'when are you available for a 30-min call next week?' x 10.
For high-volume roles, an AI agent does the first screening via chat (5-7 qualitative questions). Only candidates who pass go to a human interview.
For technical roles, generate a short test relevant to their stack (TypeScript, Python, etc.) and auto-grade. Recruiter sees the result, doesn't grade manually.
Dashboard with status per candidate. Hiring manager sees the pipeline live, no more weekly status meetings.
Build custom if you do 50+ hires per year, recruit for rare/specialized roles that don't fit standard ATSs, or need to integrate with internal time-tracking/contract systems. For companies under 50 employees, a standard ATS + simple integrations is enough.
Yes. Modern models parse CVs in any major language, including mixed-language and non-standard formats (Europass, freestyle). Extraction accuracy on years, tech, and location is 95%+ on typical roles.
We configure the model to ignore sensitive variables: name, age, photo, gender, nationality. Scoring is strictly on relevant criteria: experience, skills, role fit. More objective than a recruiter under time pressure.
Practically unlimited. Hundreds of CVs are parsed and scored in minutes. The bottleneck becomes human again — the recruiter interviewing the shortlist.
Yes. We work with Greenhouse, Lever, Workable, BreezyHR, or custom ATSs. Data stays in your ATS; we just add the automation layer.
Executive roles (C-level), very rare positions where every CV deserves reading, or roles where culture fit matters more than paper experience. For the rest (90% of hires), AI is faster and more consistent.
30 minutes, no pitch — we’ll tell you honestly if it’s worth automating.
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