Agencies and in house talent teams whose pipeline volume has outgrown the hours available to read it.
Applications arrive faster than anyone can review them. Good candidates go cold in an inbox, the ATS records what happened but never prompts the next step, and time to fill is only known once the role closes.
Every application is screened against the role on arrival and ranked with the reasoning shown. Outreach, scheduling and reminders run from the pipeline, so a candidate never stalls because someone was busy.
The console, running.
Change the range and it responds. Demonstration build. Synthetic data, modelled on real operations, not a client system.
Candidates screened
Median time to fill
Interview to offer
Offer acceptance
Pipeline by stage
The lower band is candidates still moving. The upper band is where they stopped, which is where the hours go.
Open roles
| Role | Client | In pipeline | Days open | Status |
|---|---|---|---|---|
| Senior Backend Engineer | Northlane Retail | 34 | 18 | On track |
| Claims Adjuster (x6) | Pemberton Financial | 112 | 31 | At risk |
| Warehouse Supervisor | Caldera Logistics | 48 | 9 | On track |
| RevOps Analyst | Vantage Utilities | 21 | 44 | Stalled |
| Bilingual Support Agent (x12) | Bridgeway Health | 186 | 12 | On track |
Demonstration build. Synthetic data, modelled on real operations, not a client system.
Candidate screening
Every applicant assessed against the role, with the reasoning visible and auditable.
Recruitment pipelines
Stages that move on their own, so nothing sits waiting for a nudge.
Outreach automation
Sequenced, personalised from the candidate record, and stopped the moment they reply.
Interview workflows
Scheduling, panels, scorecards and follow up, coordinated without a chase.
ATS and CRM automation
The systems you already run stay authoritative, kept in step automatically.
Internal AI assistants
Ask the pipeline a question in plain language and get an answer from your own data.
Your stack stays. We build the seam.
The Screening Agent
Reads every application against the role, ranks it, and shows the reasoning so a recruiter can overrule it. Rejections stay draft and approve, because that decision should always have a name against it.