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AI HR agents screen 75% faster and review 3x more candidates per recruiter (SHRM 2024). Automate sourcing, screening, and scheduling—no code required.
Faster screening (AI-assisted)
More candidates reviewed per recruiter
AI agents for HR and recruiting are automations that take the administrative half of people operations off the team: onboarding and offboarding run from the HR system’s own events, resumes screened against the written requirements with a reason per decision, candidate outreach sequenced and replies classified, interviews scheduled from real availability, payroll inputs checked before the run. The agent reads, drafts and schedules; HR and the hiring manager decide. Bias is handled the way it has to be — the screening criteria are written down, every decision carries its reason, and a person reviews the rejects — which is more than most manual processes can show an auditor.
If two of these are yours, the processes below are where to start. Free audit — or read on.
What we build
from $197/ month
6 ready HR & recruiting workflows on n8n — set up, hosted and maintained for you. You keep the JSON.
from $2,000one-time
Built for your systems and rules on Claude and n8n. Live in 2–4 weeks with documentation and a walkthrough; maintenance optional from $99/month.
3×
Placement Volume with 40% Faster Time-to-Fill — AI HR Agent for Staffing Agency
What you get
The 4 outcomes teams name first — measured on the process, not promised in a deck.
More qualified candidates with consistent screening and scoring
Faster scheduling and fewer no-shows with automated reminders
Less manual sourcing with AI-driven candidate matching
Better candidate experience with instant updates and communication
Real deployments
Real outcomes from real builds — not marketing copy.
All case studiesPlacement Volume with 40% Faster Time-to-Fill
How a 50-person staffing agency used an AI HR agent to screen 3x more candidates, reduce time-to-fill by 40%, and increase placement revenue by $1.8M annually.
Read deployment →70%Faster Hiring Pipeline
How a 200-person tech company used an AI HR agent to screen resumes, schedule interviews, and cut time-to-hire from 45 days to 14 days.
Read deployment →How it works
3 steps, none of them yours to code.
Use cases
Problem
Recruiters spend hours on screening. Time-to-fill suffers.
Solution
Score against job criteria and surface top candidates. Recruiters review shortlists and schedule.
What you get
How to get started
Tools: Paradox Olivia, HireVue, Eightfold
Problem
Annual engagement surveys take months to design, deploy, and analyze. Results arrive too late to address issues, and action plans rarely materialize because the data is too aggregated to be useful at the team level.
Solution
The AI agent runs short pulse surveys on a regular cadence (weekly or biweekly), tailoring questions based on previous responses and organizational events. It analyzes open-text responses using NLP to identify themes, sentiment shifts, and emerging concerns. Results are delivered as team-level dashboards with specific, actionable recommendations—not just scores.
What you get
How to get started
Tools: Culture Amp, Lattice, 15Five
Workflows we build
Each blueprint shows the trigger, the steps with the n8n nodes named, the guardrails and an importable template — and what it costs to have us run it for you.
All blueprints| Workflow | Department | Steps | Managed | Custom build |
|---|---|---|---|---|
| Employee Onboarding AutomationEvery hire gets the same sequence on day one. Accounts exist before the laptop arrives, documents are signed before the first day, the manager gets a reminder for the 1:1, and the new hire gets answers to “how does PTO work?” in seconds instead of waiting for HR. HR sees one board with every hire's status and only touches exceptions. | HR | 9 | $247/month | $3,500–5,000 one-time |
| Employee Offboarding AutomationEvery departure runs the same sequence with deadlines attached. IT has a single ticket per system with the exact revocation date and time, the manager has a knowledge-transfer template to fill before the last day, finance gets the final-pay and expense handoff, and HR can show an auditor a completed board for every leaver. | HR | 8 | $197/month | $2,000–3,500 one-time |
| Payroll AutomationBy the cut-off date, every input is already merged, validated and annotated. The payroll manager reviews a short exceptions list — “Sam's overtime is 2.4× last month's”, “new starter has no tax code” — approves, and the run goes to the provider. Corrections drop because the errors are caught before the run, not after. | HR | 8 | $297/month | $4,000–6,000 one-time |
| Resume Screening AutomationEvery application is scored against written criteria within minutes, with the evidence. The recruiter opens a ranked list with explanations, reviews the top band and a random sample of the rest, and every decision is logged with its reason. Time-to-shortlist falls from days to hours and screening is consistent across recruiters. | HR | 8 | $247/month | $3,500–6,000 one-time |
| Candidate Outreach AutomationEvery sourced candidate gets a researched first message and two follow-ups, and the recruiter only sees the ones who replied. Outreach volume goes up without the reply rate going down, and the ATS reflects what actually happened. | HR | 8 | $197/month | $2,000–3,500 one-time |
| Interview Scheduling AutomationA candidate moved to 'interview' gets slot options within minutes, books in one click, and both sides get the invitation and a reminder. Reschedules take one reply. The recruiter's calendar stops being a switchboard. | HR | 8 | $197/month | $2,000–3,500 one-time |
Ready to ship?
Tell us your workflow — the free audit sends a one-page plan with scope and timeline in minutes. No call.
Is this for you?
Not quite? Take a look at ai sales agent — the closest neighbour.
Background
Automate recruiting and people operations: source candidates, screen applications, schedule interviews, and answer employee FAQs. Integrate with ATS and HRIS to reduce manual screening and scheduling so recruiters and HR focus on closing candidates and strategy.
AI HR agents screen and shortlist candidates so recruiters focus on closing. SHRM's 2024 survey found 75% faster screening and 3x more candidates reviewed when using AI-assisted tools. Connect your ATS, set job criteria and scheduling rules, and let the agent handle first touch—you own final hiring decisions.
Unlike a generic chatbot or manual process, an AI HR & recruiting agent runs autonomously and integrates with your existing tools. Gartner projects that by 2026, over 80% of enterprises will have used GenAI APIs or applications.
Build, buy, or done-for-you
Pick the path that fits your team and timeline. Most companies start with one and grow into the others.
Wire up a ready platform yourself. Best for hands-on teams comfortable configuring software.
We scope, build, and deploy your agent — integrated with your CRM and tools. Best for teams that want it live in days, not months.
See the ROI and cost before you commit — useful for justifying the decision internally.
Prefer to build it yourself?
If you’d rather DIY, these are the tools we’d reach for. Each lets recruiters and HR teams run an AI HR & recruiting agent without writing code.
| Tool | Best for |
|---|---|
| Video interviews and AI assessment | |
| Scheduling and conversational recruiting | |
| AI-powered learning and knowledge platform | |
| Talent intelligence and matching | |
| ATS with AI assist and structured hiring | |
| Recruiting CRM and pipeline automation |
We may earn a commission when you sign up via our links. About the studio
Vendor directory
| Vendor | Starting price | Pricing model | Best for | Free tier |
|---|---|---|---|---|
| Paradox (Olivia) | Custom | custom | High-volume hiring (retail, food, healthcare) | — |
| Eightfold AI | Custom | custom | Enterprise talent acquisition + L&D | — |
Run the numbers first
Put your own volumes in before you ask for the plan — every calculator is free and needs no sign-up.
FAQ
No. According to G2's recruiting software data, HR and recruiting tools integrate with your ATS and calendar via standard connections. Configure criteria, questions, and workflows in the product's UI. No development required.
It can if not configured carefully. SHRM's 2024 survey found 40%+ of employers use AI in recruiting; proper governance is critical. Good tools let you define structured criteria and avoid screening on protected attributes. Many vendors offer bias audits and explainable scoring. Use it to standardize and document decisions, not to replace human judgment on fit.
An ATS stores applications and workflows; AI adds autonomous sourcing, screening, and scheduling on top. Many ATS products now include AI features. Standalone tools often plug into your existing ATS so you get automation without switching systems.
It augments them. According to SHRM and industry benchmarks, high-volume sourcing, screening, and scheduling get automated so recruiters focus on selling the role, closing candidates, and building relationships. Many teams multiply recruiter capacity and improve time-to-hire.
Screen resumes against the requirements the hiring manager wrote, with a one-line reason and a score per candidate, and never a silent reject; draft and sequence candidate outreach and classify the replies; schedule interviews from the panel’s real availability and keep the ATS current. Sourcing — finding candidates who did not apply — works with an enrichment tool in the loop. The recruiter keeps every conversation and every decision.
It will reproduce whatever the criteria and the examples contain, which is why the workflows here score against written requirements only, exclude protected attributes from what the model sees, log the reason for every decision, and route every rejection through a person. That is auditable in a way a recruiter’s forty-resume skim is not. The risk is real; the control is the written criteria and the log.
Any HRIS that can announce a hire or be read on a schedule — BambooHR, Rippling, Workday, Personio, HiBob, Gusto, Deel — plus Greenhouse, Lever and Ashby on the ATS side, Google Workspace, Microsoft 365 or Okta for accounts, DocuSign for paperwork and the calendar. The HR teams package on this site installs onboarding, offboarding and interview scheduling into them.
Choose your path
Use AI in your own day-to-day — free tools, copy-paste prompts. No engineering needed.
Best AI tools for recruiters →You deploy it across a teamThe 6 hr processes we install in the tools the team already runs — each priced, with a team package — and the free audit that names the first one.
HR automation for teams →Ships in days
Tell us your workflow and the free audit sends a one-page plan for recruiters and HR teams — scope, recommended agents, and a go-live timeline — by email within minutes. No call, no obligation.