Recruitment
Recruitment workflow automation for independent agencies
Your consultants should be on the phone with clients and candidates. Instead, they're updating the ATS, chasing CVs and doing admin that an AI staff member could handle — so they can stay on billing work.
The Challenge
What's eating your recruitment team's time?
Consultants manually cross-reference every inbound CV against role requirements before a single relevant candidate is identified. Volume spikes make this unmanageable.
Every candidate interaction — calls, emails, LinkedIn messages — needs logging. In practice it gets done inconsistently, leaving the database unreliable and searches returning stale results.
Keeping candidates warm between stages means dozens of routine messages a week. If they don't go out, candidates drop out. If they do, a consultant spent time on admin instead of a client call.
Chasing documents, checking expiry dates, confirming references — essential compliance work that lands on consultants who should be billing, not administering.
AI Staff
AI staff we deploy for recruitment firms
Three roles that take the repeatable admin off your consultants' desks from day one — each with defined KPIs and a 90-day probation.
Keeps candidate records up to date across your ATS and CRM. Logs every touchpoint, sends stage-appropriate messages to keep candidates warm, chases outstanding compliance documents and flags anyone who's gone cold. KPIs: ATS completeness rate, candidate drop-off rate, hours returned to consultants per week.
Reads inbound CVs against agreed criteria, scores candidates against the role requirements and logs qualified candidates to the ATS with a structured summary — flagging edge cases for consultant review. Your consultants see a shortlist, not a pile. KPIs: time-to-shortlist, consultant hours saved, qualification accuracy rate.
Tracks outstanding right-to-work documents, references and compliance certificates across your placed and active candidates. Sends automatic reminders, flags upcoming expiry dates and logs completed checks to the ATS — so your consultants know exactly what's missing without having to chase it manually. KPIs: compliance completion rate, expiry flag lead time, hours returned to consultants per week.
How it works
A proven framework for adding AI staff to your business
We use a simple four-phase process to define the role, onboard the agent and track performance from day one.
Phase 01
Define the role and business case
We start by treating this like any new hire. Together we identify the admin you want to take off your consultants' plates, choose the first AI role to target (for example CV screening, ATS management or compliance chasing), and agree how we'll measure success.
Phase 02
Build and onboard your agent
We then build the agent around your tools, data and tone of voice. Think of this as onboarding a new team member: accounts set up, access granted, training materials loaded and practice runs in a safe environment.
Phase 03
90-day probation with KPIs
For the first 90 days we treat this as a probation period. The agent takes on live work with clear limits, and we review performance with you regularly just as you would with a new hire.
Phase 04
Performance review
FAQs
Frequently Asked Questions
The practical details on tools, data, cost and what happens if a role doesn’t work out.
Which ATS and recruitment platforms do your agents work with?
Who approves what the agent does — especially for candidate-facing messages?
How do you protect sensitive candidate data?
What does it cost compared to hiring an extra resourcer or administrator?
What if the agent doesn't perform as expected?
Bring your first AI staff member on board.
Tell us the task you want to take off your team's plate. In one call we'll scope the role, confirm the cost, and be honest if it's the right fit.