Screen thousands of candidates against your specific criteria—not just keywords. Surface "must-interview" talent, schedule interviews automatically, and keep your pipeline moving. All on your infrastructure.
"We're so buried in applications that we're basically doing random sampling. I know we're missing great people."
— Director of Talent Acquisition, Series B Startup
Deploy an AI recruiter that understands the semantic requirements of your job descriptions—not just keywords—and surfaces candidates who actually fit.
Goes beyond keywords. Understands that "distributed systems experience" matches candidates who built microservices at scale, even if their resume says "backend architecture." Catches what keyword filters miss.
Ranks every candidate against your specific criteria with explainable scores. Know exactly why someone scored 94% vs 78%—and which gaps matter for this role. No black box decisions.
Schedules screening calls automatically. Coordinates with hiring managers' calendars. Sends personalized outreach to top candidates. Moves your pipeline while you sleep.
Applications flow in from your ATS. Resumes parsed and normalized automatically.
✓ Automated
Every candidate scored against job requirements. Must-haves vs nice-to-haves weighted appropriately.
✓ Automated
Top candidates flagged for immediate review. Borderline cases grouped for recruiter decision.
✓ Automated
Interview invites sent. Calendar holds created. Hiring manager briefed with candidate summary.
✓ Automated
You're scaling support and need to hire 50 agents in 6 weeks. Applications are flooding in faster than your team can review them.
"Processed 2,847 applications overnight. 312 meet minimum requirements. 47 flagged as strong fits based on customer service experience + product knowledge indicators. Top 15 already have phone screens scheduled for this week."
You need a staff engineer with distributed systems experience who can also lead a team. Keywords alone won't find them.
"Found 8 candidates with strong distributed systems signals—3 have explicit experience, 5 have equivalent work at scale companies. Cross-referenced with GitHub for technical depth. 2 have management experience not mentioned in resume but visible in LinkedIn recommendations."
Your pipeline looks homogeneous. You suspect unconscious bias in initial screening but can't prove it.
"Screening on objective criteria only: skills match, experience level, project complexity. Name, school prestige, and company brand removed from initial scoring. Audit log shows consistent application of criteria across all candidates."
Your best candidates aren't applying. You need to source proactively from LinkedIn and your network.
"Drafted personalized outreach for 25 passive candidates. Each message references their specific work (recent product launch, published article, open source contribution). Response rate: 32% vs your typical 8%."
Extracts structured data from any format—PDF, Word, LinkedIn profiles. Normalizes job titles and experience levels.
Semantic matching against your job requirements. Understands synonyms, related skills, and transferable experience.
Transparent scoring with explainable rationale. Know exactly why each candidate ranked where they did.
Drafts tailored messages referencing candidate's specific background. Higher response rates than templates.
Coordinates availability across candidates and interviewers. Sends calendar invites automatically.
Structured interview feedback forms. Aggregates scores across interviewers for hiring committee review.
Real-time visibility into funnel conversion. Identify bottlenecks before they slow you down.
Bi-directional sync with Greenhouse, Lever, Workday. Candidate status updates automatically.
Optional blind screening mode. Audit trails for EEOC compliance. Consistent criteria application.
A clear charter, defined triggers, and agreed levels of human oversight—structured for enterprise deployment.
Inputs – Job descriptions, resumes/applications, screening criteria, interview availability, hiring manager preferences
Outputs – Candidate scores and rankings, interview schedules, outreach messages, feedback aggregations, pipeline reports
Escalate to Talent Acquisition team when: EEOC compliance concerns arise, candidate requests human contact, scoring is ambiguous, executive-level positions
Pay once. Own the asset. Full source code on Google ADK. Deploy, modify, extend.
Resumes, scores, and interview feedback never leave your environment. GDPR and CCPA compliant.
Security updates, model compatibility, and EEOC compliance monitoring. You own agents; you subscribe to safety.
Tune scoring criteria, adjust outreach tone, add role-specific screening. No engineering required.
Deploy the Talent Acquisition Specialist on your infrastructure. Screen thousands. Interview the best. Hire faster than your competition.
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