Does it replace recruiter judgment?
No — it surfaces strong candidate matches for recruiter review based on your real criteria, rather than making final decisions on its own.
Can it screen against nuanced criteria, not just keywords?
Yes — we build screening around how your recruiters actually evaluate candidates, which is usually more nuanced than keyword matching alone.
Does it integrate with our ATS?
We integrate with most common applicant tracking systems, or build a direct connection for something more specialized.
Can candidates schedule their own interviews?
Yes — self-service scheduling within your recruiters' actual availability is a common addition that removes a lot of back-and-forth email.
How do you keep screening accurate over time?
We validate against past hiring outcomes before launch and tune further based on which surfaced candidates actually perform well in interviews.
Can it handle multiple open roles with different criteria at once?
Yes — screening logic is scoped per role, since the right criteria for one position usually don't transfer directly to another.
Will candidates get timely responses even during busy periods?
Yes — automated acknowledgment and status updates keep candidates informed even when recruiter bandwidth is tight, which measurably reduces drop-off.
Can it work for both contingency and retained search?
Yes — the screening and outreach logic adapts to your actual process either way; retained search typically needs more nuanced, lower-volume screening, which we scope accordingly.
Does it help with client-side reporting on candidate pipelines?
We can build pipeline visibility for your clients as part of the same system, so status updates don't require a separate manual report.
Can it handle sourcing, not just screening applicants who already applied?
Outbound sourcing is a different problem from inbound screening, and we scope it separately — automated outreach to passive candidates sourced from a database can be part of the build, but it needs its own criteria and messaging strategy rather than reusing the inbound screening logic as-is for a completely different kind of candidate.
Can it handle confidential or retained searches where the client doesn't want the role publicly visible?
Yes — confidential searches need different handling throughout, from how the role is described in outreach to how candidate communication avoids naming the client prematurely, and we build that discretion directly into the automation rather than treating every search the same as a public posting.