🧑💼 Automation for Recruitment & Staffing
Custom automation for recruitment and staffing agencies buried in resumes, outreach, and interview scheduling back-and-forth.
We design and build the specific automation your team needs — not a generic chatbot bolted onto your website. Built by an engineer, run lean, priced for a small or mid-size business rather than an enterprise vendor contract.
Start here
Tell us about the workflow that’s eating your week
Four fields, 30 seconds. We’ll reply with what we’d actually build — no call required to get that.
Got it — thanks.
We'll read through what you sent and reach out soon with a concrete read on what we'd build.
Where the time goes
What’s probably slowing your team down today
Every open role means another stack of resumes to screen by hand
A single job posting can pull in hundreds of applications, and someone on your team still has to open each one, judge fit against the brief, and decide who moves forward — usually late at night or between client calls.
Good candidates go cold while you're still reading the last batch
The strongest applicants get snapped up fast. If it takes days to get through screening before a recruiter reaches out, candidates have often already taken another offer or stopped answering.
Scheduling an interview becomes its own project
Coordinating a time between a candidate, a hiring manager, and sometimes a second interviewer means a chain of emails and reschedules, often for a slot that a calendar tool could have found in seconds.
The same candidate data gets typed into three different places
A CV comes in by email or a job board, then gets copied into your ATS, then again into a spreadsheet for a client update — each re-entry is a chance for something to get missed or fall out of date.
What we’d build
Automation solutions for recruitment & staffing
CV parsing and candidate match scoring
Incoming resumes — from your careers page, job boards, or a shared inbox — get parsed automatically and scored against the specific requirements of the open role, so your recruiters open a shortlist instead of a pile.
Reads from the sources you already post to and writes results into your existing ATS — no new database to maintain.
Automated multi-step interview scheduling
Once a candidate is shortlisted, the system finds a time that works across candidate, hiring manager, and any other interviewer, sends the invites, and handles reschedules without a recruiter chasing calendars.
First-touch candidate outreach
A qualifying message goes out to shortlisted candidates automatically — checking availability, confirming interest, and flagging must-ask questions — so a human recruiter steps in for the conversation that actually needs judgment, not the logistics before it.
Client-facing shortlist updates
When candidates move through your pipeline, your client gets a clean, current shortlist automatically instead of an ad hoc spreadsheet someone has to remember to update.
Duplicate and re-entry cleanup
A candidate who applies to two roles, or reapplies months later, gets matched to their existing record instead of creating a duplicate that quietly diverges from the original.
How it works
From first conversation to running automation
- 1
We map how a role actually moves through your desk
A short working session on one real requisition — where CVs land, who screens them, how interviews get booked — not the process as it's described in a slide.
- 2
We build the highest-friction step first
Usually CV screening or scheduling. We build and test it against real (anonymized) candidate data from a live role before touching anything else.
- 3
Your recruiters review the shortlist logic before it's live
You see how candidates get scored and ranked on real roles and adjust the criteria before it ever screens a candidate unsupervised.
- 4
We connect it to your existing ATS and calendars
The workflow reads and writes to the tools your team already logs into, so recruiters aren't managing a second system alongside the first.
- 5
You get a plain explanation of what it does and doesn't do
Documentation in normal language, not a black box only we can maintain — including exactly what happens automatically versus what still needs a human decision.
We treat candidate data — CVs, contact details, screening notes — as sensitive by default and scope storage and access with you before building anything. We also build match scoring to work off role-relevant criteria you define, not proxies that could produce discriminatory outcomes, and flag this explicitly during setup. We're not employment law or fair-hiring counsel; how your agency screens candidates remains your call to make and own.
Common questions
Before you reach out
Will this replace our recruiters or sourcers?
No — it removes the manual first pass of reading every CV and chasing calendars, so your recruiters spend their time on candidate conversations and client relationships instead of data entry and scheduling logistics.
Does this work with the ATS we already use?
It's built to connect to your existing ATS and calendar tools rather than replace them. We scope the integration against what you actually run before building anything.
How does candidate scoring actually work — is it a black box?
You define the criteria that matter for each role, and the shortlist logic runs against those criteria. You review and adjust it on real roles before it screens anything without a human checking the output.
What happens if a candidate applies for multiple roles over time?
The system matches them back to their existing candidate record where possible, instead of creating a fresh duplicate every time they apply.
We're a small agency — is this overkill for our volume?
We scope the first build around your single highest-friction step, usually screening or scheduling, rather than automating your whole desk at once. If the volume doesn't justify it, we'll say so rather than build something you won't use.
How long before something is actually working?
We start with one workflow on one real requisition so you see something functioning early, rather than waiting months for a full pipeline rebuild.
Ready to see it built, not just described?
Tell us the one workflow you’d cut first. We’ll respond with a concrete build outline, not a sales deck.