Solution · Recruiting
AI agents for in-house recruiting teams
In-house recruiting teams spend a lot of time pre-screening incoming applications and transferring CVs into the applicant tracking system (ATS). AI agents take on part of this work and put their suggestions to your recruiters for a decision.
In daily use at our clients
Staffing agencyRecruiters receive suggestions from a matching agent on which applicant profiles fit their open positions.Screening new applications
Weekdays at 8:00
- Reads new applications in the ATS
- Compares them with the role
- Adds short profiles to the ATS
- Collects open questions
Typical bottlenecks in recruiting
- 01
Pre-screening at high application volume
When a role attracts many applications, matching them against the requirements takes a long time, and well-suited profiles are sometimes seen only late.
- 02
Data upkeep in the ATS
In many teams, applicants' CVs and interview notes are still transferred into the ATS by hand.
Use cases
Where the AI agents fit into the hiring process
You choose the starting point together with us, based on the use case that takes up the most time in your team.
- 01
Pre-screening and matching applications
An AI agent matches incoming applications against the requirements of the role and suggests which ones your recruiters should review first.
Whether pre-screening at high application volume actually gets shorter can be read from how long it takes before and after the start.
- 02
Transferring CVs and documents into the ATS
The AI reads CVs, interview notes and emails and transfers skills, experience, education and contact details into the matching fields of your ATS in structured form.
- 03
Communicating with candidates
An AI agent drafts messages to candidates by email or messaging app, based on their profile and the conversation so far. You decide before the start which messages may go out without approval and which a recruiter checks first.
- 04
Keeping the talent pool current
At regular intervals, an AI agent asks candidates from earlier hiring processes whether their availability, CV or salary expectations have changed.
Under the EU AI Act, AI systems that filter applications or assess candidates count as high-risk applications. Guardrails for fairness and compliance are therefore part of the project from the start. To get started, we need access to your ATS so that the agents can work with your positions and applications.
Whether the agents run on our platform in the EU or in your own IT environment is something we clarify with you before the start.
Platform and your own IT compared→