AI recruiting agent
Reads applications, runs screening, calls the candidate itself and conducts a technical interview with tasks and cases. Coordinates calendars, joins the call with a recording, and hands the hiring manager a finished report instead of a stack of CVs.
What it does
Reads applications for meaning, not keywords
It evaluates whether the experience is actually relevant rather than whether the words match. At volume, this is the work a recruiter physically cannot do carefully.
Screens by voice
It calls, asks the disqualifying questions and records the answers. Candidates do not sit in a queue for days waiting on a first call.
Runs the technical interview
Tasks, cases, and follow-up questions based on what the candidate actually said. It joins the call with a recording, so the decision can be reviewed.
Handles the calendar overhead
Matching slots between the candidate and several interviewers, reminders, reschedules. Google Calendar and Meet connect directly.
How it works
- 01
Collects applications from every source
Job boards, referral links, email, messengers — applications flow into one funnel with one set of fields instead of sitting in separate tabs.
- 02
Reads CVs for meaning
It judges whether the experience is relevant to the job, not whether the words match. Strengths, gaps and the things worth asking about at interview are all flagged.
- 03
Runs screening and the technical interview
It calls, asks the disqualifying questions, works through the exercise and explains its score. The recording and transcript stay, so the decision can be reviewed.
- 04
Books the final and writes the report
It finds a slot between the candidate and several interviewers, sends reminders and reschedules on cancellation. The hiring manager gets a report instead of a stack of CVs.
When you need it
High-volume hiring for front-line roles
Couriers, operators, shop staff — hundreds of applications per opening and high churn. The agent covers screening end to end and the recruiter joins at the final.
Technical hiring against the clock
A strong candidate is on the market for days. The agent runs the first call on the day of the application rather than a week later, when they have already accepted elsewhere.
Hiring across cities and languages
The agent interviews in Russian, English and Spanish, and takes time zones into account when proposing a slot.
What changes in hiring
The recruiter stops being the bottleneck at the top of the funnel. Screening and calendar wrangling move to the agent, and the human works on motivation, selling the role and the decision — the parts that cannot be automated.
Channels and integrations
- Telegram
- Google Meet
- Google Calendar
Frequently asked questions
Does the agent make the hiring decision?
No. It prepares the report and a recommendation; the decision stays with a person. Any action you consider important can be put behind mandatory approval.
Can it be adapted to our hiring pipeline?
Yes — stages and criteria are described in plain text. A separate AI developer agent adjusts the schema to your process and shows a diff before applying it.
Could the screening be discriminatory?
You set the criteria and they are visible in plain text. The agent justifies every score by pointing at the candidate's experience, so a decision can be challenged and corrected rather than arriving as an opaque number.
Won't candidates find this disrespectful?
The agent replies to everyone, quickly, including rejections with a reason. In practice that is more respectful than the silence most applications meet.
Can we keep the final interview human?
Yes, and that is the default. The agent handles screening and the technical round; the final is yours.