Top-of-funnel screening
Agents read incoming CVs and applications against live intake criteria, score them, and queue the shortlist with reasoning the recruiter can defend.
01/06HR-Tech
Match, screen and place - without burning the recruiter team out.
Staffing, contracting and HR platforms sit on top of huge candidate and client datasets that are almost never fully used. We build agents that screen at the top of funnel, match against live demand, and write back into the ATS as a first-class system - so recruiters spend their time on the calls that close.
- The pattern
What we see, every time.
Recruiters do two jobs. One is human - calls, judgement, the relationship that closes a placement. The other is mechanical - reading CVs, chasing intake, copying fields between the ATS, the job board, and the client's portal.
Most HR-tech platforms try to fix the mechanical job with another form to fill in. The recruiter still ends up doing it, just in a different tab. The candidate dataset keeps growing and the share of it the team can actually act on keeps shrinking.
We rebuild the top of the funnel as agentic workflows that read, score, and route candidates the same way a good consultant would - and write back into the ATS as the system of record, not a tab the recruiter is asked to update.
“A staffing business does not lose deals because the recruiters are slow. It loses them because the database the recruiters are sitting on is unreachable.”
- Workflows we rebuild first
The places leverage shows up first.
We do not deliver a portfolio of pilots. We rebuild one workflow, get it in production, and let the next one ride on the same data layer.
01 02 Matching against live demand
The existing candidate database becomes searchable by what clients are actually asking for this week, not by tag taxonomies set up two years ago.
03 Intake without forms
Agents capture intake from a real conversation with the client, write the structured brief, and post the role to the channels that fit it.
04 ATS as system of record
Every action - inbound, screen, send-out, interview, placement - written back to the ATS automatically, so reporting reflects the work as it happens.
05 Candidate engagement that does not lapse
The candidates you already have stay warm with relevant, role-specific outreach instead of generic newsletters.
- Who this is for
Built for teams running on real hr-tech data.
- 01Staffing, contracting, payroll and HR-platform operators
- 02ATS, VMS and timesheet stacks with messy real-world data
- 03Margin and compliance pressure on every placement
Engagements in progress
We're shipping the first HR-Tech systems with launch partners now. Public case studies follow once they're live - talk to us if you'd like to be one of the first.
Start a conversation →- Before we start
Three questions, before we write a line of code.
We are not the right partner for everyone in this sector. These are the questions we ask first, because the answers decide whether the engagement holds.
- 01How much of the recruiter's day is judgement, and how much is data entry? We rebuild the second half.
- 02Which placement type drives the margin? That is the workflow we redesign first.
- 03Who in the leadership team owns the ATS as a system? They sit at the table from day one.