An AI recruiter that reads every CV, not just the first fifty
Each application is read against the criteria you set, with a written reason. Recruiters decide; the team books the interviews.
A single job post brings hundreds of CVs.
Recruiters skim the first ones, the good candidate who applied on day four is never opened, and scheduling interviews takes a week of e-mails. Hiring managers ask for updates nobody has time to write.
- Recruiters and HR teams handling high-volume roles
- Growing companies hiring without a full recruiting team
- Hiring managers who want a clear shortlist with reasons
The agents
Reads every CV and application in Greenhouse or Lever against your must-haves and nice-to-haves, writes a short reason for each, prepares the shortlist and keeps candidates informed by Gmail.
Coordinates with hiring managers behind the scenes: lines up their availability, books interview slots in Google Calendar and tells Bia what each candidate should receive.
Checks that criteria are job-related, that the same rules apply to every candidate and that personal data is kept only as long as your policy allows.
How it works
- You publish the role and agree the criteria with the hiring manager.
- Bia reads each new application in Greenhouse or Lever and scores it against the criteria with a written reason.
- The recruiter reviews the shortlist and decides who moves forward; no one is rejected without a person.
- Mat finds slots with the hiring manager in Google Calendar, and Bia sends the interview invites.
- Bia sends candidates status updates by e-mail, and the hiring manager gets a weekly summary in Slack or Teams.
Example of what you get
Shortlist for a role
- Candidates ranked by fit, each with the reason in one or two lines
- Must-haves met and missing for each person
- Interviews booked and pending replies
- Candidates waiting for a recruiter's decision
What changes
- Every applicant is read with the same criteria
- Hiring managers get a shortlist with reasons they can question
- Interviews are booked in days instead of weeks of back and forth
Where a person is still needed. The team does not make hiring decisions or reject candidates on its own. Screening criteria should be reviewed for bias, and local employment rules apply to how AI is used in hiring.
Connects to
Recruiting and screening team
Is AI resume screening software fair to candidates?
It applies the same written criteria to everyone and explains each decision, which makes bias easier to spot than in a quick skim. A person reviews the shortlist and makes every rejection, and Henry checks that criteria relate to the job.
Can an AI recruiter interview candidates?
This team screens and schedules. Interviews are run by your people. It can prepare interview questions based on the role and each candidate's CV.
What happens to candidate data with a recruitment AI agent?
Data stays in your ATS, Gmail and calendar. The team follows your retention policy and logs every action. Check local rules on automated decisions in hiring before you start.
How long does it take to start using AI for recruiting?
Connect Greenhouse or Lever, Gmail and Google Calendar, and write the criteria for one open role. The first shortlist can be ready in a working session, and opening the team is free.
How does AI resume screening work?
You and the hiring manager write the must-haves and nice-to-haves for the role. Bia reads every application in Greenhouse or Lever against those criteria and writes a short reason for each score. The recruiter reviews the shortlist and decides who moves forward.
What is the difference between AI resume screening and keyword filters in an ATS?
A keyword filter drops a CV that uses different words for the same skill. Bia reads the experience in context and explains why each person fits or not, and a person makes every rejection. That makes it easier to catch a good candidate a filter would have missed.
Can the AI schedule interviews with hiring managers?
Yes. Mat lines up the hiring manager's availability in Google Calendar and books interview slots, and Bia sends the invites to candidates by Gmail. Pending replies show up on the shortlist.
Does it keep candidates informed?
Yes. Bia sends status updates by e-mail at each stage you choose, so candidates are not left waiting without news. Rejection messages only go out after a recruiter decides.
Can I change the screening criteria during the process?
Yes. If the hiring manager changes what matters, you update the criteria and Henry checks that they remain job-related and apply to every candidate the same way. Applications can then be read again against the new criteria.
How can we tell if AI for recruiting is improving hiring?
Look at time from application to first interview, how many shortlisted candidates the hiring manager wants to meet and whether every application was actually read. The weekly summary in Slack or Teams shows the state of each role.