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Automate screening and give HR its time back

AI Powered HR Automation handles candidate screening so your HR team spends its time on people, not paperwork. Training is included and no technical expertise is needed.

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Inside the workflow

From a job description to the final round interview

Step 1: HR creates the job description

What is this role actually looking for?

Role brief

The fields every resume will be scored against

Role title
Senior backend engineer
Team
Product engineering
Seniority band
Mid to senior
Must have skills
Distributed systems, testing
Priority capability
Owns production reliability
Scoring criteria
Skills, seniority, evidence

Ready when

What this brief needs before intake opens

  • Scoring criteria are agreed with the hiring manager
  • Required skills are ranked by priority
  • The hiring inbox is connected

Step 2: Candidates send their resume

How do applications reach us?

Hiring inbox

Resumes arriving by email and application form, around the clock

  • Senior backend engineer

    Emailed a resume to the hiring inbox

    New

  • Platform engineer

    Applied through the careers form

    New

  • Full stack engineer

    Sent a resume and a short note

    Queued

  • Graduate applicant

    Form submitted with no resume attached

    Incomplete

One application

How a single submission moves in

  1. Sent by the candidate, done
  2. Landed in the inbox, done
  3. Waiting to be fetched, in progress
  4. Parsed into a record, waiting

Step 3: Resumes are fetched automatically

What has actually arrived?

Intake run

Resumes pulled from the inbox and parsed into one record per candidate

  • Resumes pulled from the hiring inbox

    Collected around the clock, weekends included

    Automated

  • Parsing into structured records

    Role, skills, and experience extracted

    Automated

  • Duplicate applications merged

    One clean record per candidate

    Automated

  • Incomplete submissions

    Flagged for a recruiter to chase

    Needs a person

Who does what

How the intake actions on this screen divide

3/4
  • Runs on its own3
  • Needs a person1

Step 4: The AI matches every resume

Who fits this role, and on what evidence?

Match scores

Every resume scored against the brief with the reasoning kept visible

  • Senior backend engineer

    94 of 100

    Owned production reliability at scale

  • Platform engineer

    81 of 100

    Deep testing practice, lighter on ownership

  • Full stack engineer

    67 of 100

    Strong delivery record, mixed backend depth

  • Graduate applicant

    43 of 100

    Meets the skills, short on seniority

Screening load

What the matching run changes

Screening throughput
About three timesScreening throughput
Faster hiring cycles
About 60%Faster hiring cycles

Step 5: Top candidates reach the pipeline

Who is at the top, and where are they?

Recruiter pipeline

Top scoring candidates land in the stage your recruiters work from

New matches

  • Full stack engineer

    Backend depth to confirm

Shortlisted

  • Senior backend engineer

    Highest match on the brief

  • Platform engineer

    Strong testing evidence

Recruiter review

  • Graduate applicant

    Held for a junior role

Pipeline moves

What happens as candidates reach the board

  • Top matches pushed to the pipeline

    Ranked with the reasoning attached

    Automated

  • Rejections recorded with a reason

    Kept auditable against the candidate

    Automated

  • Shortlist approval

    Your recruiter confirms who moves on

    Needs a person

Step 6: Interview invitations go out

When can the interview happen?

Invitation to booking

Slots, reminders, and reschedules handled without a new email thread

  1. on shortlist

    Invite window sent, done

    Candidate picks from open slots

  2. on reply

    Slot booked, done

    Matched across interviewer calendars

  3. on booking

    Confirmation sent, in progress

    Video link added for both sides

  4. before interview

    Reminder sent, waiting

    Reschedules handled in the same thread

Scheduling load

What runs without a recruiter

Scheduling automated
About 90%Scheduling automated
Candidate responses
Around the clockCandidate responses

Step 7: The AI runs the interview

What happens in the interview itself?

Live interview

The AI conducts the online interview and keeps the full record

  1. AI interviewerWalk me through a service you kept reliable.
  2. CandidateI owned a scheduling service and its reliability.
  3. AI interviewerWhat broke most often, and what did you change?
  4. CandidateRetries were unbounded, so I added backpressure and alerts.
  5. AI interviewerThank you. Your recruiter sees this transcript next.

Interview guardrails

Conditions the AI interview runs under

  • The question set is approved for the role
  • Every candidate answers the same questions
  • Every answer is recorded with the transcript
  • Your recruiter keeps the hiring decision

Step 8: HR runs the final round

Who reaches the final round?

Final round shortlist

AI interview results side by side for your HR team

CriteriaSenior backend engineerPlatform engineerFull stack engineer
Match on the briefHighest on the briefStrong on the briefPartial on the brief
Interview evidenceDeep reliability answersStrong testing practiceGeneral delivery answers
Seniority fitMeets the bandMeets the bandBelow the band
Recruiter noteReady for the final roundSecond choiceHold for another role

Final decision

Where the AI stops and your team takes over

  • Interview summaries handed to HR

    Strengths and risks written down

    Automated

  • Final round interview

    Run by your HR team

    Needs a person

  • Hiring decision

    Your team makes the call

    Needs a person

  • Decision logged against the candidate

    Kept auditable through to offer

    Automated

Illustration of how AI Powered HR Automation runs, with sample records rather than live account data.

What it does

An end to end recruiting layer, not a replacement for your team

AI Powered HR Automation sits on top of the ATS and calendars your team already uses. It captures applications from forms and inboxes, scores candidates against your criteria, coordinates interviews across everyone involved, and carries strong candidates through to offer and onboarding, while recruiters keep control of every real decision.

The goal is not to remove people from hiring. It is to remove the repetitive coordination that buries them.

Who it is for

  • In house recruiting teams handling a high volume of applications
  • Fast growing companies hiring across many roles at once
  • HR leaders who want consistent, auditable evaluations
  • Teams that want to keep their ATS and calendars, not replace them

How it works

The hiring pipeline, phase by phase

Each phase below is purpose built for recruiting, from the first application to day one readiness, so the workflow follows how hiring actually happens instead of a generic automation template.

  1. Phase 1, Resume ingestion agent

    Application intake

    • Collects CVs from forms and email inboxes
    • Parses role, skills, and experience data
    • Creates structured candidate records

  2. Phase 2, Data standardization agent

    Profile normalization

    • Normalizes titles, skills, and certifications
    • Flags incomplete submissions
    • Prepares records for ranking

  3. Phase 3, Matching engine

    Candidate scoring

    • Maps profiles to role requirements
    • Scores candidates by fit and seniority
    • Highlights top candidates with reasoning

  4. Phase 4, Scheduling agent

    Interview coordination

    • Sends interview invite windows
    • Books slots across interviewer calendars
    • Manages reminders and reschedules

  5. Phase 5, Feedback assistant

    Evaluation capture

    • Collects panel feedback in one format
    • Summarizes strengths and risks
    • Builds decision ready candidate briefs

  6. Phase 6, HR workflow agent

    Offer and onboarding

    • Triggers offer and approval steps
    • Initiates onboarding checklists
    • Tracks status through day one readiness

  7. Phase 7, HR compliance agent

    Compliance and policy checks

    • Validates hiring policy requirements
    • Checks documentation completeness
    • Flags compliance exceptions for review

  8. Phase 8, Recruiting insights agent

    Hiring analytics

    • Tracks funnel conversion by role
    • Measures time to hire trends
    • Highlights bottlenecks for optimization

FAQ about AI Powered HR Automation

Straight answers on scope, timelines, and what running AI Powered HR Automation asks of your team.

Get started

Stop paying people to do what an agent can

Tell us what you want to automate. We will map the workflow, deploy the right agents, and train your team to run them.

  • Every agent is trained on your own workflows, never a generic template
  • Most deployments are live within two to four weeks
  • SOC 2 compliant, with a complete audit trail on every deployment
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