AI automation for recruitment

It handles the repetitive admin that slows down hiring: organising CVs against your criteria, booking interviews without the back-and-forth, answering common candidate questions outside office hours, sending status updates and collecting onboarding documents. Your recruiters stay responsible for assessing candidates and making hiring decisions.

Usually, yes, where the platform offers an API and your plan and permissions allow it. The automation can then read applications, roles and candidates and update records in your ATS. We confirm what each system supports during discovery.

It can support screening. The system extracts details from incoming CVs and organises them against the role criteria you set, with a link to each original CV. A recruiter reviews every application and decides who is shortlisted. It does not reject or rank candidates on its own, and we review criteria for bias and fairness with you.

Yes. Once a recruiter approves a candidate for interview, the assistant offers live availability, books the slot into your calendar via Calendly or Google Calendar, sends confirmations and reminders, and handles reschedules, which cuts down the email ping-pong.

Yes, within the channels in scope. We can set up an AI candidate assistant on WhatsApp, web chat and email that answers common questions about the role, process and next steps outside office hours, and hands complex cases to your recruiters. WhatsApp needs an eligible WhatsApp Business account and Meta approval, which we help you prepare for but cannot guarantee.

Yes. The system can send updates at each stage, such as application received, interview booked and outcome, using wording your team approves. Outcome messages are sent only after a recruiter has made the decision.

Yes. Once a candidate accepts, the system collects documents, triggers offer and onboarding paperwork, and routes tasks to the right people so new hires start with less manual chasing.

Yes. You set what runs automatically and what waits for a recruiter's approval, and workflow actions are logged where the systems allow. We collect only the candidate data the workflow needs and agree retention and deletion periods with you. We confirm data handling for each project, including which AI providers are used, their no-training terms where available, and where the system is hosted (your infrastructure or a managed server).

It depends on scope, access and approvals. A focused build such as a CV-screening flow or an interview-scheduling assistant is quicker to set up than a full recruitment automation across screening, scheduling, candidate support and onboarding, which is usually delivered in phases. We set out the proposed phases and timeline in your proposal.

Cost depends on the roles, volume and integrations you need. We discuss your process in a free discovery consultation, then provide a tailored scope and private quote in your proposal. We don't list one-size-fits-all project prices.

No. It extracts and organises information so recruiters can review faster. Recruiters and hiring managers assess candidates and make every shortlist, rejection and hiring decision.

For as long as you decide, in line with your privacy notice. We agree retention and deletion periods with you during scoping, and can build a scheduled step that lists expired records for HR to approve before they are deleted or anonymised, with a log kept.