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Recruiters spend 75% of their time on manual screening and scheduling (SHRM 2024). AI agents automate the sourcing-to-interview pipeline so recruiters focus on selling the role and closing candidates.
Screen resumes at scale
Evaluate 500+ resumes against structured criteria in minutes, surfacing the top 20 candidates with transparent scoring rationale.
Source passive candidates
Search LinkedIn and talent databases to identify candidates matching must-have skills, even when they're not actively applying.
Schedule interviews automatically
Coordinate calendars across candidates, hiring managers, and interview panels without back-and-forth emails.
Send personalized outreach
Draft messages that reference a candidate's specific background rather than generic 'I came across your profile' intros.
Keep candidates warm
Send status updates, answer routine questions, and prevent strong candidates from ghosting mid-process.
До ИИ-агентов
Spend most of the morning scrolling through ATS submissions, copy-pasting calendar links, and drafting the same rejection emails.
С ИИ-агентами
Arrive to a pre-screened shortlist, fully scheduled interviews, and 5 active candidates you can focus on closing.
Connect your ATS
Most AI recruiting agents integrate with Greenhouse, Lever, Workday, and Ashby. Sync takes a few hours, not weeks.
Codify your hiring rubric
Document must-have skills, nice-to-haves, and disqualifiers. The clearer the criteria, the more accurate the screening.
Pilot on one role
Start with a high-volume role (often engineering or sales). Validate screening accuracy before rolling out across all reqs.
It can if not configured carefully. Use structured criteria, avoid screening on protected attributes, and choose tools that offer bias audits and explainable scoring.
No. AI handles volume (sourcing, screening, scheduling); recruiters handle relationship, negotiation, and cultural fit assessment.
Все ниши ИИ-агентов или посмотрите агентов по ролям.