Recruitment automation and AI hiring workflows
We audit what you run, then build the automation into it. Milestones agreed before anything is touched.
We audit the hiring process you already run, then build the automation into it. What gets built is different for every client: candidate data enriched before anyone opens a CV, tools connected so nothing is retyped, outreach tracked through your ATS, scheduling and reporting that stop needing a person. Scoped as milestones and agreed up front. It comes as part of an embedded engagement, not as software you buy.
Why is buying the tool not the same as having the system?
Sourcing agents are cheap now and getting cheaper. That is not the problem. The problem is that an agent left untended sends bad outreach at scale under your company's name, and a shortlist nobody calibrated is a shortlist nobody can defend.
What you cannot buy off the shelf is your own hiring process, your own definition of a good hire, and the checkpoints where a person decides. That is the part we build, and it is the part that keeps working after the tool of the month is replaced.
How is it scoped?
- Audit. Where time actually goes, where candidates actually drop, what is done by hand every week.
- Milestones. What gets built, in what order, what each one should change, and what it costs. Agreed up front.
- Build. In your systems, with your data, under your accounts.
- Handover. We train your team to run and maintain it, or we maintain it for you on an agreed monthly amount.
The rule we work to internally: manual until it is boring, then automate it. If it happens once, it does not get a workflow.
What gets built?
It is different for every client, which is why the audit comes first. We do not copy the last build into the next one. Each hiring process is its own problem, and we would rather dig into it properly than force a template on it. Things we have built, and would build again if the audit says so:
- Enrichment that fills in what your ATS is missing: contact details, current role, tech stack, without anyone copying from LinkedIn by hand.
- Connections between the tools that do not talk to each other: ATS, calendar, Slack, sourcing tools, spreadsheets. Data moves once instead of being retyped.
- Candidate outreach sent and tracked through your ATS, so every message is on the record and nothing lives in one person's inbox.
- Scheduling, reminders and rejections that stop needing a person.
- Reporting that produces itself: pipeline, stage conversion, time in stage, without a weekly spreadsheet.
What we do not build is ranking. Who gets an interview is a decision, not a workflow.
Frequently asked questions
Is recruitment automation a separate service?
No. It is part of an embedded engagement, scoped and priced as milestones after we have audited the process you already run. We do not quote it blind.
Who maintains the workflows after you leave?
Your choice. We train your team to run and maintain them, or we maintain them for you on an agreed monthly amount. Either way they are built in your systems, under your accounts, and they stay with you.
Does this replace the recruiter?
It replaces the parts of the work that were being done by hand every week: list building, data entry between tools, scheduling, reminders, reporting. It does not replace the person who decides who gets an interview.
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Last updated 14 September 2026
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