AI Automation for Recruitment Agencies

Recruitment process automation that gives agency recruiters time back for people

CVs to log, candidates to screen, interviews to schedule, clients to update and timesheets to chase. We automate the admin around every placement, built around the ATS, email and tools your agency already uses. No new recruitment software to learn.

Find What You Can Automate See the workflows

Built for recruitment agencies of 10–100 people. Hiring decisions always stay with people.

Application to shortlist, automated

  1. Application arrivesJob board or emailRead
  2. CV parsedSkills, experience, availabilityIn your ATS
  3. Compared with the briefSuggested, not decidedSummarized
  4. Recruiter reviewsHiring decisions stay humanYour call

Anything unusual goes to your team to review first.

Your recruiters are doing data entry

Most agencies we talk to have consultants spending hours every day on:

Every hour here is an hour not spent talking to candidates and clients. That's the work automation in recruitment should give back.

  • Copying CV details into the ATS
  • Reading every application to find the few worth calling
  • Emailing back and forth to schedule interviews
  • Updating clients on every role, one email at a time
  • Chasing candidates for documents and references
  • Collecting timesheets and turning them into invoices

Which recruitment workflows can be automated?

CV parsing and data entry

Today

CV details are typed into the ATS by hand.

Automated

CVs are read and candidate records are created or updated in your ATS, with duplicates caught. See document processing automation.

Screening support

Today

Consultants read every application to build a shortlist.

Automated

Applications are compared against the role's must-haves and summarized for a recruiter, who decides who to call. AI suggests; it doesn't reject candidates.

Interview scheduling

Today

Times are agreed by email between candidates, clients and consultants.

Automated

Candidates and clients pick from available slots, calendars update, and reminders and confirmations go out automatically.

Client updates

Today

Each client gets individual update emails about each role.

Automated

Pipeline changes in your ATS become clear, regular updates for each client, drafted for the consultant to send.

Candidate documents and references

Today

Documents and references are requested and tracked by hand.

Automated

Requests go out automatically, uploads are checked for completeness, reminders follow up, and the candidate record updates itself.

Timesheets and invoicing

Today

Timesheets are chased, checked and keyed into invoices.

Automated

Timesheets are collected and checked against the placement, and invoices are prepared in your accounting system for approval.

Every agency runs these differently, by sector and client. We map your version before building anything.

What changes for your team?

  • BeforeCVs are retyped into the ATS

    AfterCVs become candidate records automatically

  • BeforeEvery application is read in full

    AfterRecruiters start from a summarized shortlist

  • BeforeInterviews take days of emails

    AfterCandidates and clients book from available slots

  • BeforeClients chase for updates

    AfterClients get regular updates your team has approved

  • BeforeTimesheets are chased every week

    AfterTimesheets are collected and checked automatically

Hiring decisions stay with people

Automation reads, sorts and schedules. Who gets shortlisted, interviewed or placed is always decided by your recruiters and your clients, and you decide where the review points sit.

  • Human review where it matters.

    When the AI isn't confident, or the stakes are high, the item goes to a person to check before anything is posted.

  • Rules, not guesswork.

    We add validation checks (totals, formats, duplicates, matching against your records) on top of the AI.

  • A clear audit trail.

    Every automated action is logged: what came in, what was extracted, what changed, and who approved it.

  • Your data stays protected.

    We sign an NDA before we see your data, access is limited to what the automation needs, and we never use your data to train AI models.

  • Built for candidate data.

    Access is limited to the systems each automation needs, every action is logged, and candidate data is never used to train AI models.

Works with your ATS and the tools around it

We connect to your existing tools, including:

Works with

Recruitment software (ATS and CRM)

  • Bullhorn
  • Vincere
  • JobAdder
  • Recruit CRM
  • Loxo

Email and calendars

  • Microsoft 365 / Outlook
  • Google Workspace

Documents and e-signature

  • SharePoint
  • Google Drive
  • DocuSign

Accounting

  • Xero
  • QuickBooks Online
  • Sage

Using a different ATS? If it can be reached, we can usually connect to it.

How it works

  1. Audit

    We follow a placement through your agency, from new role to paid invoice, and see where your team's time goes.

  2. Identify

    We pinpoint the processes where automation will realistically pay for itself, and tell you which ones won't.

  3. Build

    We build the AI-powered automation, with checks and human review where the stakes are high.

  4. Integrate

    We connect it to the software your team already uses, so nobody has to learn a new tool.

  5. Improve

    We monitor it, fix issues, and expand it as your business changes.

Recruitment process automation: common questions

What is recruitment process automation?

Recruitment process automation uses software, and increasingly AI, to handle the repetitive admin around placements: CV parsing, screening support, interview scheduling, client updates, candidate documents and timesheets. For an agency, it means consultants spend more of their day with candidates and clients, and less of it on data entry.

Is this recruitment automation software?

No. We don't sell a recruitment automation tool or ask you to switch ATS. We build recruitment automation around the ATS, inbox and calendars your agency already uses, then maintain it, so your consultants keep working the way they do today.

Will AI reject candidates?

No. AI summarizes and compares applications against the brief to help your recruiters prioritize, but people decide who is shortlisted, interviewed and placed.

Does it work with our ATS?

Most likely. Common systems such as Bullhorn, Vincere and JobAdder have APIs we can connect to. Tell us what you use and we'll confirm the approach.

How is candidate data handled?

We sign an NDA, limit access to what each automation needs, log every action, and never use candidate data to train AI models.

Do you work with in-house talent teams?

We work mainly with recruitment agencies of 10–100 people, where admin grows with every client and role. In-house talent teams with high hiring volume have similar workflows, so if that's you, tell us what takes the time and we'll say honestly whether we can help.

Where should a recruitment agency start?

Usually with CV parsing or interview scheduling. They happen many times a day and follow a clear pattern, so the time savings show up quickly.

Let's find the first process to automate at your agency.

Tell us where your team loses the most time: CVs, screening, scheduling, client updates or timesheets. We'll tell you what AI can realistically handle.

Find What You Can Automate

Free assessment. No commitment. If something isn't worth automating, we'll say so.

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