AI for HR and staffing teams that takes the resumes, scheduling and paperwork, with a person on every hiring decision
Your recruiters retype resumes into the ATS, trade emails to find an interview slot and chase the same documents for every new hire or placement. We build AI agents that do that work inside your ATS, HR system and inbox, and a recruiter decides on every candidate.
Run a staffing or recruitment agency? See AI for staffing agencies. Part of an in-house HR team? See AI for HR teams. Jason, our COO, runs the call and scopes the first workflow with you.
- Application receivedResume PDF for req 2231, forklift operator, second shiftDone
- Parsed into the ATSContact details, six years of warehouse work, forklift certificate and its dateDone
- Checked against the reqCertificate current, available for second shift, both from the resume textDone
- Screening summary draftedEach point quotes the resume line behind it, with no score and no rankingDone
- Recruiter decisionAdvance or decline, with the reason recorded in the ATSWaiting
- Interview slots offeredThree times from the hiring manager's calendar, sent to the candidateAfter decision
What the agent can seeOnly the fields this task needs. Everything else stays in your systems.
- Resume and application answers
- Visible
- Job requirements
- Visible
- Hiring manager's calendar availability
- Visible
- Photo
- Not retrieved
- Date of birth
- Not retrieved
- Other candidates' files
- Not retrieved
Illustrative run. Fields, checks and routing are set per workflow during scoping. The agent never declines a candidate.
Clients include
AI for staffing agencies, from application to placement
Every placement at an agency means a parsed resume, a submittal, a stack of documents and a timesheet each week. These four workflows take the typing and chasing, and your recruiters keep the calls and the decisions.
Resume parsing into your ATS
The agent reads each resume and application from job boards, your careers page and the shared inbox, writes the fields into your ATS, and finds the candidate already on file instead of creating a duplicate record.
The same document pipeline as our invoice automationScreening summaries and client submittals
For each candidate, the agent drafts a summary against the job order with the resume line behind every point, then formats the submittal your client expects. The recruiter decides who goes forward, and the reason is logged.
How approval gates workCompliance document collection
The agent sends each placed worker the list your client and your policy require, such as right-to-work forms, licenses and certificates, reads what comes back, tracks expiry dates and chases what is missing. A coordinator signs off each file.
How the agent reads only the fields it needsTimesheets and placement records
The agent collects timesheets by email or portal, matches hours to the assignment and the agreed rate, and sends each mismatch to your payroll lead before invoicing. Each branch manager gets a daily list of what is late or out of range.
Price the hours spent matching timesheetsAI for HR teams inside your company
An in-house team spends its hours arranging interviews, processing new hire paperwork and answering the same policy questions every week. These four agents take that work, and your HR people keep the conversations that need a person.
Interview scheduling across panels
Once a recruiter advances a candidate, the agent finds times that work for every interviewer, books the room or video link, sends the invitations, and rebooks when someone cancels. Staffing agencies run the same agent for client interviews.
Prove it on your own calendars firstOnboarding paperwork and checklists
From a signed offer, the agent opens the new hire's checklist, sends the forms, reads what comes back into your HR system, and tells IT, payroll and the manager what each of them owes before day one.
How agents connect to your HR systemHR policy answers from your handbook
Employees ask about leave, benefits enrollment or expenses and get the answer from your current handbook with the section cited. Questions about a specific case, a complaint or a medical matter go to a named HR person.
See the enterprise AI chatbotCandidate intake and screening summaries
In-house recruiting runs the same intake agent as an agency: resumes parsed into your ATS, a summary against the requisition with the evidence quoted, and a recruiter or hiring manager deciding on every candidate.
Read about HR service desk agentsThe paperwork behind every hire, and the trust it has to keep
temporary and contract employees hired by America's staffing companies during 2023
Source: American Staffing Association, Staffing Industry StatisticsThe American Staffing Association counts the volume and asked job seekers what they think of AI in hiring. Each figure shapes how we build.
Nearly 2.2 million at work in an average week of 2024
Each assignment carries a timesheet, a rate and a set of documents someone keeps current. That admin has written rules, so an agent can carry it and send only the exceptions to a person.
49% of employed job seekers think AI recruiting tools are more biased than people
So the agent never decides on a candidate. It drafts the summary with the evidence quoted, a recruiter decides, and the reason is recorded for each one.
Start with the work around the decision
Parsing, scheduling, document chasing and timesheets carry no hiring judgment and fill most of a coordinator's week. The AI Audit ranks your candidate workflows by value, effort and risk, and the AI readiness assessment shows whether your data and systems are ready for them.
Price the hours before you build
Put a coordinator's weekly hours on one task into the automation ROI calculator and see the payback month before you book a call.
Sources: American Staffing Association, Staffing Industry Statistics (2023 hires, 2024 average week); ASA Workforce Monitor, online survey by The Harris Poll, June 2023, published 7 September 2023.
Fair screening starts with a person on every candidate decision
Candidates, your legal team and your clients will ask what the agent saw, what it wrote and who decided. We build those answers into the system before it goes live.
- SourcesATS, HR system, inboxRead through the interfaces they already expose
- Context layerPasses only what the task needsPhoto, date of birth and other fields the job does not need stay behind
- AgentSelf-hosted n8nParses, drafts and schedules in your cloud
- DecisionRecruiterAdvances or declines, and records the reason
run 8812 · new application · req 2231 · resume parsed · photo and date of birth not retrieved · summary drafted with 4 quoted lines · advanced by recruiter, reason: certificate current · written to ATS
A model provider receives scoped fields only, under your own agreement with that provider, or is replaced by a model you host.
- An agent declining, ranking out or scoring a candidate on its own
- Candidate or employee data used to train models
- A summary point with no resume line behind it
A recruiter decides, and the reason is logged
The agent drafts, and a named recruiter or hiring manager decides on every candidate. Each decision is stored with its reason and the summary it was based on, so you can review any one of them later.
See AI governanceIf you hire in New York City
NYC Local Law 144 bars employers and employment agencies from using an automated employment decision tool unless it has had a bias audit within the past year, the audit summary is public and candidates get notice. Whether a tool falls under it depends on how it is used, which is a question for your counsel. We do not give legal advice or certify compliance, and the decision log gives your counsel a record to review.
Start from our AI use policy templateBuilt and logged in your environment
We deploy on self-hosted n8n in your cloud, behind your own auth, with permissions inherited from your ATS and HR system. Every run is logged with the records it read, what it wrote and who decided.
Built on self-hosted n8nHow an HR or staffing AI build runs
The same team carries your workflow from the first call to the system running in production, and every build is tested in staging before it goes live. See how we work, or read why most AI pilots stall before production.
Jason, COOAI Audit, if you need one
Eight phases across strategy, operations, data and systems over 4 to 8 weeks, ending in a ranked 90-day roadmap. The fee is credited toward your first build.
- Jason, COO
Scope
One workflow, the systems it touches and what it will take, agreed before you commit. Owen joins the first calls until you are onboarded.
- The fields each agent may read
- The decisions that always go to a person
- The timeline, before you sign
Maciej, CTOBuild
Built against your real data, in your environment, as production software from the first week.
- Staging first, on test or masked candidate records
- Your recruiters use it on real requisitions before go-live
- Self-hosted n8n in your cloud
- Jason, COO
Integrate
Into production behind your auth, your governance and your monitoring, with your team trained on it.
- Separate development, pre-production and production environments
- Runs behind your own auth
- Your people trained on the system
- Maciej, CTO
Run and improve
Watched, fixed and extended in weekly sprints by the engineers who built it.
- Error alerts to the engineers who built it
- Weekly sprints that you direct
- The next workflow, scoped with you
Not ready to book a call yet?
Put your first workflow on the board
Answer a few questions about your team and what you want automated, then Jason scopes it with you on the call.
