Why hiring drags on
Good candidates leave the market within a week, and a typical process runs at a different tempo. A high-volume vacancy pulls in 300+ CVs, only the top of the list actually gets read, and a strong candidate in the middle goes unnoticed. By the time a recruiter reaches that CV, the person has already accepted an offer elsewhere.
What an AI recruiter does
- •Reads every application against your criteria, not the first thirty,
- •Filters on the formal requirements — experience, skills, location, salary expectations,
- •Runs the initial screening by message, asking your clarifying questions,
- •Books interviews into the recruiter’s calendar,
- •Delivers a short summary of each finalist with the reasoning behind it.
| By hand | With an AI recruiter | |
|---|---|---|
| Applications actually read | dozens out of hundreds | 100% |
| Time to reply to a candidate | days | minutes |
| First-round interviews | dozens of calls | screening by message |
Candidate data
CVs and application forms are personal data, so processing runs on infrastructure you control or directly on your own server. More on the AI recruiter page, and on keeping the model in-house in on-premise LLM vs cloud AI.
Frequently asked questions
Will the AI screen out a good candidate?
You set the selection criteria, and the AI applies them transparently with a stated reason for every candidate. Unlike a quick skim of the first thirty CVs by hand, it reads every application — so a strong candidate sitting in the middle of the pile does not get lost.
Is this discriminatory?
The AI assesses against the job-related criteria of the vacancy — experience, skills, requirements — not personal characteristics. The final decision and the invitation rest with a person, and borderline cases are surfaced for you to judge.
Does it talk to candidates itself?
It handles the initial correspondence using your screening questions and books interviews into the calendar. The live interview and the offer stay with your recruiter.