The AI Recruiter
Sources, screens, qualifies, schedules
Your always on recruiter. It posts the role across every channel, catches every applicant in one pipeline, screens each one against the criteria you set, runs the qualification conversation by SMS and WhatsApp, and books the finalists straight into your calendar. You stop reading resumes at midnight and start interviewing shortlists.
Priced per business after a short discovery call, because what it costs depends on your call volume, your tools and how much of the workflow you want automated.
No long contracts. Cancel anytime.
How it works
Criteria set
We define what qualified means for your role: licence, experience, radius, availability.
Roles go live
Posts publish across channels and every applicant lands in one pipeline.
AI screens and qualifies
Each candidate is scored and interviewed by text against your criteria.
You interview finalists
A ranked shortlist books itself into your calendar. You make every hiring decision.
What you get
Meet only qualified candidates, and fill roles weeks faster.
Perfect for
Integrates with
The AI Recruiter is best suited to owner operated businesses that hire continuously for the same handful of roles, trades, clinics, field service, hospitality, and are losing good applicants because nobody reviews the pipeline for three days. It sources across job boards, screens every applicant against criteria you define, runs the qualification conversation by text, and books finalists into your calendar. It does not decide who you hire and it does not create candidates where there is no supply. Where it consistently wins is speed: responding to an applicant within minutes instead of days, which is usually the whole difference between filling a role and losing the candidate to whoever called first.
The real reason roles stay open
Most owners assume their hiring problem is a supply problem, not enough good applicants. In practice it is almost always a response time problem. Skilled trades and clinical staff are in the market for a matter of days, often hours. They apply to six places on a Tuesday night. Whoever replies first gets the conversation, and whoever gets the conversation usually gets the hire.
The person responsible for replying is you, and you are on a job site, in a room with a patient, or asleep. The application sits in an Indeed inbox until Thursday. By Thursday the candidate has accepted something else, and the role stays open another three weeks, and you conclude that nobody good is applying.
That is the gap this fills. Not better candidates, faster contact with the ones already applying.
Hire this if
- You hire for the same one to three roles repeatedly, rather than one bespoke executive search a year.
- You get applicants but they go cold before you reach them.
- You are personally reading resumes outside working hours.
- Your qualification criteria can actually be written down: licence, years, radius, availability, ticket type.
- A vacancy has a measurable cost, an unbooked truck, an unstaffed chair, a closed bay.
Do not hire this if
- Executive or highly specialised searches where every candidate needs bespoke judgement from the first message.
- Businesses that hire once or twice a year. The setup will not pay back before your needs change.
- Roles where you genuinely have zero applicant flow. This screens and accelerates a pipeline, it cannot manufacture one out of nothing.
- Anyone hoping to remove themselves from hiring decisions entirely. You still interview and you still choose.
What it actually does, step by step
The system publishes your role across the channels your candidates use, then treats every inbound applicant as a conversation to be started immediately rather than a record to be filed.
- Posts the role to Indeed, Facebook Jobs and your own careers page, so applicants from every source land in one pipeline instead of three inboxes.
- Contacts each applicant within minutes of applying, by SMS and WhatsApp, because that is what gets read.
- Runs a structured qualification conversation against your criteria: licence held, years in the trade, distance from your yard, availability, right to work.
- Scores and ranks each candidate, and shows the reasoning behind the score rather than an opaque number.
- Books the ones who clear your bar directly into your calendar, with reminders so they turn up.
- Keeps a live dashboard of the pipeline so you can see where every candidate is without asking anyone.
What "screening" means here, precisely
Screening is not a personality assessment and it is not a judgement about whether someone is good at their job. It is a check against the criteria you set, asked conversationally rather than as a form.
You define what qualified means during setup. If qualified means a Gas Safe registration, five years commercial experience and a home address within forty minutes of the depot, then the conversation establishes those three things and nothing more. Candidates who clear it reach you. Candidates who do not get a prompt, polite reply rather than silence, which is worth more to your employer brand than most owners expect.
Where it goes wrong, and how that is handled
Two failure modes matter. The first is criteria set too tight, which produces a beautifully qualified shortlist of nobody. The second is criteria set too loose, which just moves the reading burden from your inbox to your calendar.
Both are tuned in the 30 day review, using the actual pass and fail rates from your own pipeline rather than assumptions. Most builds need one adjustment in the first month and then settle.
Compared with the alternatives
An honest read on the other ways to solve this, including the ones that are a better fit than us.
Keep doing it yourself
Free in cash, expensive in vacancy time and your evenings. Works while you are hiring rarely. Breaks the moment two roles open at once.
A staffing agency
Genuine expertise and a warm shortlist, at a placement fee that is commonly 15 to 25 percent of first year salary, charged again on every hire. Better than this for one off senior roles. Much worse economics if you hire the same role six times a year.
A part time recruiting coordinator
A real person with judgement, which matters. Also a salary, a schedule, holidays, and a hard limit at 5pm, which is exactly when applicants apply.
An applicant tracking system
Organises applicants beautifully. Does not talk to them. An ATS makes the backlog tidy; it does not make the backlog smaller.
What it does not do
- It does not make hiring decisions. It ranks and books; you interview and choose.
- It cannot guarantee a number of hires, because candidate supply in your market is outside anyone's control. Be wary of anyone who promises headcount.
- It does not conduct the final interview. The value is in everything before that, not instead of it.
- It will not fix a role that is not getting applicants because the pay is below market. No amount of speed fixes a compensation problem.
Your first 14 days
Intake. We define qualified for each role: licence, experience, radius, availability, and the disqualifiers.
Build. Job posts, pipeline, screening conversation, scoring logic and calendar integration wired together.
Testing against real applications, tuning the conversation until the shortlist looks like one you would have produced.
Live. Roles publish, first candidates flow through, dashboard handed over.
Questions, answered
Do you make the hiring decision?
Never. You decide every hire. We deliver a ranked shortlist with the reasoning behind each score, and you take it from there.
Do you guarantee a number of hires?
No, and be careful of anyone who does. Candidate supply is outside our control. We guarantee the process and the speed, not the headcount.
How fast is it live?
Fourteen days from signature. Intake and criteria in the first two days, build and testing through day ten, live by day fourteen.