Recruiters should spend the day talking to people, not retyping CVs.

Most of a recruiter's week goes to admin around the conversations that earn the fee. These are the workflows that remove the admin, with the recruiter still choosing who goes to the client.

CVs arrive in every shape

PDFs, Word files, LinkedIn exports and email bodies all get retyped into the ATS, and the record is only as good as the person's patience that day.

Shortlisting is keyword luck

Boolean searches miss good candidates who describe their work differently, and the talent pool from last quarter's roles sits unused.

Candidates and clients go quiet

Status updates depend on someone remembering. A candidate waiting a week for news often accepts another offer.

Data sits in three systems

The ATS, the CRM and the inbox each hold part of the story, so nobody sees the full history of a candidate or a client.

6 workflows we build for recruitment teams

Each workflow lists its trigger, its inputs, the decision it makes, who approves and where the result is written.

Workflow 1

Candidate intake and CV parsing

Workflow 2

Shortlist matching against a role

Workflow 3

Candidate outreach drafting

Workflow 4

Interview scheduling and status updates

Workflow 5

Client weekly pipeline report

Workflow 6

Talent pool reactivation

What we have shipped that looks like this

These are results from work that uses the same pattern. Most clients are described rather than named.

Uniworx

We delivered a placement platform with an engine that matches students to placements automatically and keeps data separated between universities.

An AI talent agency in the US

We built internal tooling that matches candidates to opportunities, with security and access control designed in from the start.

What the first 30 days look like

One workflow, one owner, a person checking the important decisions. We expand only after the first workflow has a track record.

• Week 1Choose the workflow that hurts mostUsually CV intake or shortlist matching. We agree who owns it, what a good record looks like and what the recruiter must always approve.

Week 1

Choose the workflow that hurts most

Usually CV intake or shortlist matching. We agree who owns it, what a good record looks like and what the recruiter must always approve.

• Week 2Connect your ATS and inbox on sample dataWe map fields and permissions, and run against a copy of real CVs before touching live records.

Week 2

Connect your ATS and inbox on sample data

We map fields and permissions, and run against a copy of real CVs before touching live records.

• Weeks 3 and 4Run it with recruiters checkingTwo or three recruiters use it on live roles. We log every correction they make and turn those into fixes.

Weeks 3 and 4

Run it with recruiters checking

Two or three recruiters use it on live roles. We log every correction they make and turn those into fixes.

• Day 30Handoff and next stepThe team runs it, monitoring is in place, and you decide whether to add outreach or reporting. We expand only after the first workflow has earned trust.

Day 30

Handoff and next step

The team runs it, monitoring is in place, and you decide whether to add outreach or reporting. We expand only after the first workflow has earned trust.

What should stay human

Hiring decisions affect people's livelihoods and carry legal duties. These stay with humans.

Who gets hired or rejected

The system ranks and explains. A recruiter decides who moves forward, and a human sends every rejection.

Fairness and bias review

Rankings should be audited by people against your own equal opportunity policy and local rules. We build logs that make this possible, and we do not claim a system is bias free.

Candidate relationships

Calls that persuade a hesitant candidate or calm a nervous client are the job. We remove the admin around them.

Consent and data retention

Reactivation only uses candidates with valid consent, and retention rules are set by your data protection lead.

Related services

Custom workflow automation

Multi-step workflows across your CRM, inbox, storage and ERP.

AI agent development

Agents that read, decide inside limits and hand off to a person.

Custom automation

Integrations and automations built around your own systems.

Automation maintenance and support

Monitoring, fixes and updates after launch.

Common questions

Which ATS and CRM tools can you connect to?

Will the system reject candidates on its own?

How do you handle GDPR and candidate consent?

Can it work for in-house teams as well as agencies?

What happens when the parser gets a CV wrong?

What does it cost?

Where does your recruiters' admin time go?

Tell us your ATS and where the retyping happens. We come back with one workflow worth building first.

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