They apply
An instant acknowledgement and a clear next step, instead of silence. Intake and first-pass screening start straight away.
Industry
Recruiting automation: candidate intake, screening, scheduling and follow-up
We automate the admin around hiring, from application intake to interview scheduling and candidate updates, inside the ATS and CRM your recruiters already use.
Signal
Live workflowManual
Automated
Strong candidates usually have more than one option. The team that replies and schedules first tends to get them.
Candidate experience
What a candidate sees while they wait
Strong candidates are rarely in one process. What happens in the first days after they apply decides whether they are still available.
Shortlist and first contact
The recruiter reviews a ranked shortlist rather than the whole pile, and shortlisted candidates book their own interview slot.
Interviews
Reminders, panel confirmations and reschedules handled automatically, so the process moves at the pace of the decision, not the inbox.
Decision and update
Every candidate hears an outcome, including the ones who were not shortlisted, and the record is updated in the ATS as it happens.
By the numbers
What recruiting teams lose every week
The cost shows up as time, duplicated work, and decisions waiting on someone to assemble the data.
Hundreds
of applications to sort per role
Each one is opened, read and moved by hand before anyone speaks to a candidate.
Days
lost to scheduling back and forth
Interview slots are arranged by email between candidate, recruiter and hiring manager, one reply at a time.
Silent
after a candidate applies
Applicants hear nothing until a decision, so good ones accept elsewhere and the rest remember the silence.
The challenges
What slows Recruiting Teams down
Applications pile up faster than they are read
Roles attract more applicants than a recruiter can review in a day, so the first pass is rushed or late and strong candidates sit unopened.
Scheduling is a chain of emails
Every interview takes several messages to arrange, and every reschedule starts the chain again, across candidates, recruiters and hiring managers.
The ATS, the CRM and the inbox disagree
Candidate notes live in the ATS, client and hiring manager contacts in a CRM or spreadsheet, and the latest conversation in someone’s inbox.
Candidates and hiring managers chase for updates
Nobody is told when a stage changes, so recruiters spend their day answering "where are we?" instead of filling roles.
What we build
Automations built for Recruiting Teams
Application intake and first-pass screening
Applications parsed and checked against the criteria you set, with a ranked shortlist for the recruiter to review. People make every decision.
Self-serve interview scheduling
Candidates pick from real availability across the interview panel, confirmations and reminders go out automatically, and reschedules do not need a recruiter.
Candidate updates at every stage
Stage changes in the ATS trigger a message to the candidate, so nobody is left wondering and nobody has to write the same update twice.
ATS, CRM and inbox kept in step
Candidate, client and hiring manager records synced across your tools, with emails logged against the right record automatically.
Pipeline and time-to-hire reporting
Applicants by stage, source performance and time in each step reported from the system itself, so bottlenecks show up while they can still be fixed.
Our Services
Where we work in your stack
Common questions
Recruiting Teams automation, answered.
Does AI screening make hiring decisions?
No. Screening checks applications against criteria you agree with us and ranks a shortlist, and a recruiter reviews it and decides. We are not employment advisers, so where rules apply to automated screening in your region we build to the requirements your team or adviser sets.
Which ATS do you work with?
Commonly Greenhouse, Lever, Workable and Bullhorn, plus the calendar, email and CRM tools around them. If a platform has an API or a supported connector it can usually be automated, and we confirm that before quoting.
Is this for in-house teams or recruitment agencies?
Both. In-house teams usually want faster screening and scheduling. Agencies usually also want candidate and client records kept in step and less time spent on updates.
Will candidates know messages are automated?
Updates are written in your voice for each stage and go out at the moment the stage changes, so they read as timely rather than templated. Replies go straight to the recruiter.
How long does it take?
A first build, such as scheduling and candidate updates, is fixed-scope and usually takes 2 to 4 weeks. Screening is scoped separately because the criteria need agreeing first. Book a discovery call and we will scope it.
Next step
If manual work is your ceiling, let's remove it.
We reply within 1 business day.