Solution · By agent
A good recruiter spends the day booking interviews, prepping briefs and chasing candidates. The agent does that work; your team decides who to hire.
Hiring well is human judgment: who fits, who doesn’t, who you bet on. But around that decision sits a pile of mechanical work that eats the HR calendar —lining up interview slots, prepping each candidate’s documentation, collecting interviewers’ feedback and telling waiting candidates where they stand. We ship an agent that does exactly that: it coordinates the hiring process end to end on your tools, and leaves people the one part you can’t delegate —deciding who you hire. We don’t sell you another ATS; we leave the coordination work done.
The problem
The work of coordinating a hiring process eats HR’s hours, and it isn’t the part that decides the hire.
- Booking one interview is a chain of emails: propose three slots, wait, clash with the interviewer’s calendar, re-propose. For five candidates across two rounds, half a week of logistics that adds no judgment.
- The candidate brief gets built by hand every time: résumé over here, form answers over there, first-call notes in someone’s inbox. The interviewer walks in without the context assembled, or throws it together last minute.
- Post-interview feedback stays in each person’s head: it’s asked for over chat, arrives late and in different formats, and comparing candidates ends up being «what did you think?» in a hallway.
- Candidates who don’t move forward go weeks with no reply: nobody had time to write the «thanks, not this time», and the employer brand bleeds with every silence.
Cost of staying the same
It shows up on no invoice, but you pay it. You pay it in the hours of an expensive HR seat spent playing calendar secretary instead of assessing people. You pay it in processes that drag on for weeks over pure logistics, and in the good candidate who takes another offer while yours was still «pending the second round». And you pay it in reputation: every candidacy left unanswered is someone telling people they applied and heard nothing back. You have the judgment to hire; what you don’t have are the hours the surrounding work swallows.
The solution
An agent that coordinates hiring on your tools —books, preps, collects and notifies— with a person approving and the hiring decision always human
- 1We set the process with you: the stages of your pipeline, who interviews at each one, what documentation each interviewer needs and what the candidate is told at every step. The call on who’s in and who’s out stays where it belongs: with your team.
- 2The agent books interviews by matching the candidate’s availability against the interviewers’ real calendars, sends the invite with the video link, and reschedules without email chains —every slot logged in your ATS or calendar.
- 3Before each interview it preps the brief: it pulls the résumé, the form answers and the notes from earlier stages into a single context and hands it to the interviewer ready. Afterward it collects their feedback in the format we define, so comparing candidates means reading a table, not rebuilding conversations.
- 4It starts with a safety net: the agent proposes and a person approves before any candidate communication goes out, especially rejections. It reports each candidacy’s status on time, and we only hand it autonomy message type by message type —confirmations first, then status updates— when the data backs that it does it well.
What changes
What you stop losing
HR stops being a calendar secretary: it wins back the hours it lost lining up slots and chasing feedback over chat, and spends them assessing people.
Mechanism
The process stops dragging on logistics: the interview gets booked the moment there’s a common slot, not when the email chain ends —and the good candidate doesn’t cool off waiting.
Mechanism
No candidate is left without a reply: status is communicated on time at each stage, including the «not this time», and the employer brand stops bleeding on silence.
Mechanism
What we measure: days from interview request to a booked slot, % of candidacies answered within your deadline, feedback collected on time versus what used to go unrecorded, and coordination hours that disappear from the HR calendar.
What we measure
Spec sheet
- Work it removes
- having someone in HR book interviews over email, assemble each candidate’s brief by hand, chase interviewers for their feedback and write the status updates candidacy by candidacy
- Typical setup
- 2–4 weeks
- Input
- your hiring process and its scoring criteria, the applications already living in your ATS or inbox, the candidate’s availability and the interviewers’ real calendars
- Output
- interviews scheduled and invited, the context brief ready for each interviewer, feedback collected in a comparable format, and status communicated to every candidacy —all written back into your ATS
- Works with
- GreenhouseWorkableRecruiteeTeamtailorGoogle CalendarOutlookGoogle MeetZoomMicrosoft TeamsEmail (Gmail/Outlook)
- Can connect to
- The applications and pipeline in your ATS (or your sheet and inbox)The interviewers’ calendar and your video toolYour candidate notification channelsYour team’s process, stages and scoring criteria
- What we measure
- days from interview request to a booked slot% of candidacies answered within your deadlinefeedback collected on time versus what used to go unrecordedhours of coordination that disappear from the HR calendar
- Good fit for
- teams that hire with some volume and several interview rounds, with a defined hiring process and a wish to shed the logistics without giving up the hiring decision
- Not a fit for
- very occasional hires with no repeatable process, or anyone after an AI that screens résumés and decides who to reject on its own —we don’t do that: the decision stays human
Frequently asked questions
No, and that’s on purpose. The call on who you hire —and who you reject— stays with your team: that’s human judgment and we don’t automate it. The agent does the surrounding work: it books interviews, preps each candidate’s brief, collects interviewers’ feedback and communicates the status your team has decided. It doesn’t score résumés to let people in or out, and it doesn’t replace the judgment of who fits; it takes the logistics that eat the hours off your plate and leaves the part that needs judgment untouched. Keeping the decision with people is also the right call legally: letting an AI reject candidates on its own is exactly what regulators watch closely.
An ATS is the filing cabinet: it stores applications, orders the pipeline and shows you what stage each one is in. What it doesn’t do is the work —a person still lines up the slots, builds the brief, chases the feedback and writes the updates. The agent doesn’t compete with your ATS: it works on top of it. If you already have Greenhouse or Workable, we use it as the source of truth and the agent does the coordination the ATS leaves you to do by hand. If you still run hiring in a sheet and your inbox, the agent works the same on that. We don’t sell you another tool to fill in: we take off your plate the work the tool you already have doesn’t do.
That’s why it starts in proposal mode with a person approving what goes out, especially candidate communications. The agent drafts the message or proposes the slot, and until the data backs that it gets it right, someone on your team signs off before it sends. Every action is logged —what was proposed, what was sent and when— so if something’s off it shows in the trace, the rule gets fixed and it doesn’t repeat. We hand it autonomy message type by message type and gradually: confirmations first, since they’re mechanical; delicate messages like a rejection keep going through a person for as long as it takes.
Want it running in your business?
You’ve pinned the problem. We ship the fix and leave it measured.