AI recruitment automation, from job ad to shortlist

• The ad, written and postedWritten from the brief in your voice, posted to LinkedIn, Indeed and the boards you use, and kept live until the role fills.
• Every application readAll of them, against the same criteria, the same way. The one that lands at 11pm on the closing day gets the same reading as the first.
• A shortlist with reasonsEach candidate summarised for and against every requirement, with the line of the application the evidence came from.
• Interviews bookedAcross the whole panel's diaries. Invites sent, reminders sent, reschedules handled, no coordinator needed.
• Every candidate answeredIncluding the unsuccessful, promptly and specifically. The cheapest reputational win in hiring, done every time.
• Offer to first dayOffer out, contract signed, right-to-work collected, accounts created, kit ordered, first-day plan sent.

• Criteria written first

  The requirements are fixed in writing before an application is opened, so every candidate is measured against the same brief.

• Evidence before identity

  Identifying details are withheld from the screening step, so the first read is on the evidence alone.

• A record kept as it happens

  What was assessed, against what, and what was decided, logged at the moment rather than reconstructed later.

• Sign-off where you want it

  Most clients keep a person on the final shortlist. Where that gate sits is your setting, not our ceiling, and moving it is a switch, not a rebuild.

• Job descriptions posted automatically across hiring platforms
• CVs read and checked against job qualifications
• Candidate applications scored and ranked based on criteria
• Candidate screening questions scored automatically on submission
• Shortlists created automatically with notes on top candidates
• Automated interview invitation links emailed to shortlisted candidates
• Candidate rejection emails sent politely with feedback
• Interview feedback forms collected from hiring managers automatically
• Pre-recorded video screen assessments dispatched and reviewed
• Past candidates searched for every new role
• Candidate status updates communicated automatically at every stage
• Salary expectations and notice periods extracted from forms
• Interview schedules and panel availability coordinated automatically
• Formal job offer letters sent for signing online

Illustrations of the tools in use, drawn for this page for an example business, Marlow & Finch. Every figure in them is an example, not a client's data, and any person in them is generated. Tap a picture to open it full size.

Does the system make the hiring decision?

It reads everything, builds the shortlist and writes the reasons, with the evidence cited line by line. Whether a person signs off before a candidate hears is a setting you choose, and most clients keep it, because a reasoned shortlist is exactly what holds up if a decision is ever questioned under the Equality Act 2010. Either way, nobody is ranked by a score that cannot be explained.

How do you keep bias out of the screening?

The criteria are fixed in writing before the first application is opened, every summary cites the line it came from, and identifying details are withheld from the screening step so the first read is on the evidence alone. The record shows what was assessed, against what, for every candidate. Most manual processes cannot produce that.

We hire a few times a year. Is it still worth it?

Yes. Two hires a year is still several hundred people who applied, some of them your customers, and every one of them gets a proper answer. The build is a fixed price quoted before anything starts, so it is not priced on volume.

Does it cover the admin after the offer?

Yes, the same build runs from offer to first day. Offer letter out, contract signed, right-to-work documents collected, accounts created, kit ordered, first-day plan sent. The new starter arrives to a desk that is ready and a manager who knows they are coming.

What do you need from us?

The brief, the brand and the access: the role and its criteria, how you sound to candidates, and a login to the boards, calendars and inbox you already use. Everything after that is us.

• Document processingReads every invoice, PO, form and PDF as it arrives, checks it against your records and files it into Xero, QuickBooks or your CRM. Nobody retypes anything.Open page
• Invoicing and payment chasingRaises every invoice the day the work finishes, matches payments as they land, and chases the late ones politely in your words until they are paid.Open page
• Reporting and dashboardsPulls every number out of every system on a schedule and turns it into the live dashboard, the Monday digest and the alerts that run the week.Open page