Recruitment automation: hiring is the same funnel.
Recruitment automation is when a robot takes over the first part of hiring: it gathers applications from every job board, answers each candidate within minutes, asks the questions the role calls for and hands over a short list of people worth meeting in person. Otherwise applications arrive in batches, half of them off-profile, there is no time to answer everyone — and a week later the strong candidates have started somewhere else.
The robot takes the first conversation with a candidate.
What the robot does
Collects applications from job boards into one funnel, answers the candidate within minutes, asks the questions from the role profile, runs the first interview and scores the answers against criteria you set in advance.
What stays with a person
A live meeting and the decision. You come not to a pile of CVs but to a few candidates, each of whom has already answered your questions — and you see a report on every one.
What it does instead of a recruiter.
Answers within minutes
A candidate applies in the evening and gets an answer at once, not silence until Monday.
Collects applications into one funnel
From job boards, messengers and the site — into one list, without correspondence in five windows.
Asks questions from the profile
Experience, tools, schedule, salary expectations — what you normally find out yourself.
Runs the first interview
As a conversation, not a form: it follows up on answers and sees how a person puts thoughts together.
Scores against your criteria
The criteria are set before the start, so candidates are compared by one and the same measure.
Hands over a report on each
What was asked, what was answered, where the doubts are. Not «I liked them», but what that rests on.
A form is easy to fill in. A conversation is not.
A form with questions
Gives exactly what the person decided to write. You cannot follow up, you cannot ask again — and half the applicants never reach the form at all.
An interview by the robot
It reads free text, keeps the whole conversation in mind and follows up: «you mentioned experience in wholesale — how many deals a month did you run?» An evasive answer shows immediately.
It is the same mechanism that works for us in sales. The only difference is who the funnel carries: a client or a candidate.
Three things you notice at once.
A good person is on the market for a matter of days. The winner is not the one who pays more, but the one who answered first and set the meeting.
Only those who passed the profile questions reach a live conversation.
Not «seemed fine», but what was asked, what was answered and why the score is what it is. Half a year later you can come back to that record.
We set it up in four steps.
Role profile
We work out what the person will do every day and by what signs you will know they can handle it.
Interview script
Questions, follow-ups and scoring criteria — built on your material, not from a template.
Collecting applications
Job boards, messengers and the site come together into one funnel; the robot takes the first contact.
Launch and corrections
For the first weeks we read real interviews together with you and correct the questions.
First we count what hiring costs you today.
The price depends on how many roles we close, how complex the profile is and whether the funnel has to be connected to your CRM. Working through the task and the estimate are free: first we look at how much of the manager's time goes into applications and how many candidates are lost along the way, and only then name a price.
If it turns out that you get three applications a month and a robot does not solve the task, we will say so.
Frequently asked questions.
What exactly gets automated in recruitment?
The first part: gathering applications from the job boards into one funnel, answering the candidate within minutes, asking the questions the role calls for, running the first interview and scoring the answers against criteria set in advance. The hiring decision and the face-to-face meeting stay with a person — what gets automated is the path to them, not the choice itself.
Will the candidate realise they are not talking to a person?
We do not pass the robot off as a human: it introduces itself as an assistant and says straight away that a live meeting comes next. In practice what annoys a candidate is not a robot, but an application nobody answered at all.
Does the robot decide on its own whom to reject?
No. It collects the answers and scores them against your criteria, but the decision stays with a person. The report is built so that you see what the score rests on and can disagree with it.
And if the candidate answers in rehearsed phrases?
That is what the follow-up questions in the script are for: a general answer unfolds into specifics — numbers, tools, cases from practice. Rehearsed phrases usually end right there.
Which roles is this suitable for?
Best where there are many applications and they are of one kind: sales, support, operators, front-line staff. For rare senior roles the funnel is not needed — there the whole point is the personal conversation.
Do we have to change the job boards we post on?
No. We connect to the ones where you already post vacancies and bring the applications together into one funnel.
Where is candidate data stored?
On a server in Russia. What exactly is collected and why is described in the personal data policy.
How do you automate recruitment?
What gets automated is not the hiring decision but everything before it: sorting applications, the first contact with the candidate, collecting the questionnaire, answering routine questions about the role and booking the interview.
The robot talks to every applicant straight away, and the recruiter gets a sorted list with transcripts of the conversations. Who to invite and who to hire is decided by a person.
Let's count what you pay for an open vacancy.
Tell us who you are looking for and how long it has been taking. We will go through your hiring funnel and show what in it can be handed to a robot.
Review my hiring