AI employee · HR
AI Recruiter: hundreds of resumes in an evening, no burnout
It reviews every application against your criteria, not just the first thirty. It chats with promising candidates, asks screening questions, books interviews into the calendar, and brings you a short summary on each finalist.
- 100% of applications reviewed
- Screening over chat
- A summary on every candidate
Why hiring drags on for months
Strong candidates are off the market within a week, while the typical hiring process moves at a different pace.
| Характеристика | Значение |
|---|---|
| Hundreds of applications, dozens reviewed | A high-volume opening draws 300+ resumes. In practice only the top of the list gets read, and a strong candidate in the middle goes unnoticed. |
| Candidates wait weeks for a reply | By the time the recruiter reaches a resume, the person has already accepted an offer. A slow reply is the number-one reason strong candidates are lost. |
| First interviews eat up time | Thirty near-identical 20-minute calls just to screen out two-thirds on formal criteria that could have been settled over chat. |
Tasks
What the AI Recruiter does
It takes over the funnel up to the interview: screening, correspondence, scheduling. The final decision and the offer are always yours.
- Reviews every application against your criteria: experience, skill stack, salary expectations, location
- Replies to every candidate — a polite decline or a next step — on the day they apply
- Runs screening over chat: probing experience, motivation, and preferred work format
- Books interviews into open calendar slots without the "when works for you?" back-and-forth
- Prepares a candidate summary: strengths, risks, red flags, and questions to ask at the interview
- Maintains a candidate pool: who's been through the funnel before, who to invite for a new opening
Human vs AI employee
| Applications reviewed | the top of the list | every single one |
|---|---|---|
| Reply to a candidate | days to weeks | the day they apply |
| Cost | from 25% of annual salary per hire | from 20,000 ₽/mo |
| First-round screening | 20 minutes per call | in parallel with everyone |
How we launch it
| Характеристика | Значение |
|---|---|
| 1Capture the profile | Criteria for each role: must-haves, nice-to-haves, deal-breakers |
| 2Connect the channels | Job boards, email, Telegram; interviewers' calendars |
| 3Calibrate the screening | We run it on past applications and check its judgments against yours |
| 4Launch the funnel | Screening, chat, scheduling — you get finalists ready to meet |
Guided launch
The first months — with a dedicated manager
The AI is not launched “as is” and left unattended. For the first 1–3 months a dedicated manager runs your process: tunes the system to you, checks every result and fixes mistakes — while the AI learns on your real data in parallel. Nothing goes live without a human in control.
| Характеристика | Значение |
|---|---|
| 1–3 monthsDedicated manager | A dedicated specialist runs your process by hand together with the AI: tunes it to your documents and rules, checks every result, corrects mistakes. The system learns on your data. |
| Decision pointAutopilot or ongoing support | Once quality is stable, you decide: move the process to autopilot (cheaper, the AI works on its own, the manager on standby) or keep permanent support. |
| BeyondOngoing oversight, if you want it | For critical processes — primary documents, paid ads, contracts — many keep the manager for good: they backstop it, develop scenarios and own the result. |
This removes the main fear of automation — “what if it makes a mistake”. Until the AI has proven its accuracy on your tasks, a human is accountable for the result. We agree the format and cost of support around your process.
Where your data is stored
Resumes are personal data, and handling them is governed by Federal Law 152-FZ. Candidate data is processed and stored on servers in Russia, with retention and deletion periods configured to your policy. Installation on your own server is possible — then the candidate pool never leaves the company at all.
More about a local neural network on your own server →FAQ
Won't it screen out a good candidate on a technicality?
It judges the substance of a resume, not keyword matches: it flags unconventional experience as "not sure, take a look yourself" rather than rejecting it. Borderline cases always go to a human — that rule is built into the configuration.
Will candidates realize they're chatting with a bot?
We don't pass it off as a human: it introduces itself as a recruiting assistant. Candidates value speed and clarity — a reply on the day they apply, with clear next steps, leaves a better impression than a week of silence from a live recruiter.
Is it a fit for high-volume hiring?
High-volume hiring is the ideal scenario: hundreds of similar applications, formal criteria, speed that matters. The AI Recruiter handles them in parallel and doesn't tire by the three-hundredth resume.
What about rare senior positions?
There it helps in a different way: it writes compelling outreach tailored to a specific person, keeps up a long correspondence, and resurfaces candidates from past funnels. Headhunting and the assessment of complex candidates we leave to a human recruiter.
Which platforms does it work with?
Applications are pulled from the major job boards and from email; correspondence happens there or in messengers. We'll assemble the exact setup for your platforms during onboarding.
Related reading
We cover this topic in more depth on the blog
- AI Resume Screening: Reading Every ApplicationA high-volume vacancy draws hundreds of CVs, only dozens get read. AI screens applications against your criteria, runs the first round by message and shortlists.AI adoption · 7 min read · Read →
- How to Detect Data Theft Before an Employee ResignsA leak before resignation shows up as a pattern, not one download: bulk exports, access outside the normal scope, files sent to personal mail. What to watch for.Data protection · 9 min read · Read →
- How to Adopt AI in Your Business: A Practical GuideWhere AI actually pays for itself, the three deployment models, the five mistakes that sink projects, what it costs, and a 30-day plan for the first process.AI adoption · 14 min read · Read →
Try it on one of your openings
Give us one open role and access to the applications — in a couple of days we'll show you the funnel: who it shortlisted, how it corresponded, and who it brought to an interview.
Contact
Let us try it on your data
Describe the task and send a couple of typical documents or examples — we will show how the system handles them, before any contract.
- info@stitex.com
- Telegram
- @StitexBot
- Response time
- Within 1–2 business hours
B2B & Commercial:
- All prices include 22% VAT
- Electronic tax invoices & formal agreement
- 3-month warranty on completed code