A recruitment agency can use AI to score CVs against the brief with written reasons, reply to every applicant the same day, book first calls and interviews, and keep candidates and clients updated. Consultants make every shortlist and hiring decision. A pilot on one stage of your process takes 2–4 weeks and costs £2,900 (£2,030 with the launch offer). Prices exclude VAT.
Where the hours go
In most agencies the time does not go on finding candidates. It goes on reading applications that do not fit, chasing people to agree a time, and answering “any news?” messages. These are the parts AI handles well, because they follow rules you can write down.
Screening: scores with reasons, decisions by people
- Each CV is compared with the brief: must-have skills, right to work, location, notice period and salary range.
- The result is a score with a short written reason for every point, so a consultant can check it in seconds.
- Candidates who miss a must-have are not rejected automatically. They go to a “check” list for a consultant to review.
- The consultant builds the shortlist. The system never sends a candidate to a client on its own.
Scheduling without the back-and-forth
Once a consultant approves a candidate, the system offers interview slots from the consultant’s and the client’s calendars in Outlook or Google. The candidate picks a time by email, SMS or WhatsApp. Reminders go out the day before and an hour before, and a cancellation offers the next free slot.
Follow-up that keeps candidates warm
- Every applicant gets a reply the same day, with the next step and a date.
- Candidates can ask about their application at any hour and get the current status from your CRM, such as Bullhorn.
- After each interview, the client is asked for feedback with a short form, and the candidate hears back once a consultant approves the message.
- Placed candidates get check-ins at the points you choose, which also tells you early when a placement is at risk.
The rules you need to follow
UK GDPR restricts decisions based solely on automated processing that have a significant effect on a person, and a decision not to put someone forward can be one. The Equality Act 2010 applies to how candidates are screened, whoever or whatever does it. That is why we design screening as a recommendation with reasons, keep a person on every decision, check on your past roles that scores do not depend on things unrelated to the job, such as name, age or address and tell candidates how their data is used. The ICO has published recommendations for AI tools in recruitment, and we follow them in the design.
What it costs
You pay the AI providers directly, at cost, on your own accounts. A sensible first pilot is the stage where your consultants lose the most hours each week.