Recruitment
Diagnosis
Identify your bottleneck. See how AI can actually fix it.
The candidate you actually need probably never saw your job post.
Post a role and you get the same few hundred resumes everyone else fishing in your market gets. The people who'd actually be great for it aren't browsing job boards. They're heads-down at their current job, not looking, and nobody's reaching out to them.
When LinkedIn asked over a thousand recruiters what they wanted AI to fix, reaching more candidates ranked third, behind faster hiring and better job posts.
We build the sourcing layer that goes and finds those people instead of waiting for them to apply. It scrapes and ranks candidates against your open roles automatically, so your team's list starts with people worth calling, not three hundred resumes to sort through first.
How many resumes did your team open this week that were dead on arrival?
Someone still has to open every resume, decide who's worth a call, and chase them down just to check they're interested, all before a client ever sees a name. We've watched teams lose entire days to this. None of it needs a trained recruiter. It just currently costs one.
Out of everywhere AI gives recruiters time back, screening is the biggest slice: 35%. Bigger than writing job posts. Bigger than running skills tests.
We handle the shortlisting and the follow-up. Resumes get ranked against your criteria automatically. Then an outreach sequence, over email, WhatsApp, or an AI voice call, confirms who's actually interested before your team dials a single number.
Every first-round interview ties up a consultant who should be closing, not screening.
Every candidate needs a first round, and most of those end in a no. Your senior people, the ones who should be closing clients, are the ones stuck running them.
LinkedIn's own recruiting research recommends automating exactly this step first. Their reasoning: highest return, lowest risk, easiest thing to actually measure. Firms already using AI to assist candidate messaging and screening are landing 9% more quality hires than the ones that aren't.
We build the interview itself. It runs a real conversation, scores it as it happens, and pushes the result into your ATS before the candidate's even hung up. Your consultants only pick up the phone once someone's already worth their time. It's the same system behind a hiring platform we built that now processes ten times the candidate volume it used to, with results scored and returned in under a second and a half.