AI recruiting: fair screening and every candidate answered
A job opening gets a flood of resumes and the recruiter can look carefully at only the first ones. Scheduling an interview with the manager and the candidate takes days of messages. And most candidates never get a reply, which hurts the employer brand.
Recruiting with AI, step by step
Clear criteria for each job
The recruiter and the hiring manager define required and desirable requirements. The agent turns them into an objective yardstick, the same for every candidate.
Screening with a justification
The agent reads each resume, compares it with the yardstick and writes why the candidate moves forward or not. The recruiter reviews the list and decides who continues.
Interviews scheduled
The agent matches the manager's calendar with the candidate's availability over WhatsApp or e-mail and books the interview, with a reminder for both sides.
Candidate kept informed
Each candidate receives an update at every stage and a final reply, in the tone HR has defined, without anyone writing them one by one.
Less repetitive work. More control.
- Every resume read with the same criteria
- Jobs filled with less waiting
- Managers with an organized interview calendar
- Candidates getting a reply, including those not selected
Systems used in this solution
Ready-made AI teams for this work
Recruiting and screening team
Each application is read against the criteria you set, with a written reason. Recruiters decide; the team books the interviews.
Employee HR help desk
Questions about time off, benefits and payslips get a correct answer from your handbook. Sensitive topics go straight to HR.
Payroll and timesheet team
Hours, overtime, leave and changes are checked every pay period, so the run goes out right the first time.
Performance review team
Feedback and goals are collected as work happens, so the review is written from facts and not from memory.
Questions about recruiting with AI
Does the AI decide who is hired?
No. It organizes, compares and justifies. The decision on who advances and who is hired is always made by people in HR and in the hiring area.
How do you avoid bias in screening?
Criteria are explicit and auditable, data such as age, gender and photo can be ignored in the analysis, and every recommendation comes with a justification.
Does it integrate with Gupy or another ATS?
Yes. The agent works inside the applicant tracking system you use, reading applications and updating stages. Gupy is a Brazilian ATS.
How are candidates' data handled under data-protection law?
Data is used only for the hiring process, with restricted access, an audit trail and retention rules defined by the company, in line with rules such as Brazil's LGPD.
