A recruiter built to answer every candidate
and never forget to follow up
Applicants who wait two days for a reply apply somewhere else first. We build an agent that answers within minutes in the channel the candidate used, and asks your screening questions. It scores the fit and gives recruiters a ranked shortlist instead of a folder of resumes.
Why the wait costs you the candidate
A recruiter running three open roles gets fifty applications a week across a job board, a careers page and direct messages. Reading every resume takes the first hour of every day, and candidates who do not hear back within 48 hours have usually already accepted something else. The actual bottleneck is rarely a shortage of candidates. It is the time between “they applied” and “someone looked at it.”
Screening calls make this worse. The same five questions get asked over and over, in a different order each time. The answers end up in a recruiter’s head rather than in a system anyone else can search. Two recruiters screening the same role end up with different standards. Nobody notices until a hiring manager asks why one candidate got through and a similar one did not.
What the agent handles for every applicant
The agent sits in the channel candidates already use, Telegram, WhatsApp, a careers-page chat widget or email, and responds within minutes of an application landing. It asks your screening questions in a natural order, and parses resumes and portfolios for structured facts: years of experience, tools used, availability. It then scores the answers against the rubric your recruiters agreed on, not a generic one.
Every candidate lands in an admin panel ranked by score, with the transcript attached, so a recruiter can see exactly why a candidate ranked where they did. Strong candidates get flagged for an immediate call booking. Candidates who are not ready yet, wrong location, wrong seniority, get a note for the recruiter to decide on. Or a prompt to revisit for a future role. The pipeline stays current instead of silently going cold.
What stays with humans
The agent screens, it does not hire. Interview decisions, offers, compensation, any rejection, and any judgment call that needs context the agent was not given stay with recruiters and hiring managers. A borderline score is a prompt for a human conversation, not an automatic rejection.
Guards
Every scoring decision is logged with the answers behind it, so a recruiter can audit any single rejection later. Rubrics are versioned, so a change to the scoring criteria does not silently re-score candidates already in the pipeline. A kill switch hands every new applicant straight to a human queue if the agent’s answers start drifting from what the team expects. The agent introduces itself as an AI assistant at the start of every conversation.
Price and timeline
| Option | Price | What it covers | Timeline |
|---|---|---|---|
| Agency runs it | from $2,500 + support plan | One role family, one channel, scoring rubric, admin panel, 30 days of tuning | 3 to 5 weeks |
| Full control, handover-ready | from $3,500 | Source code, your infrastructure and model keys, documentation for your own team to extend it | 4 to 6 weeks |
Related
Pair this with interview scheduling and education enrollment for the rest of the hiring and intake pipeline. Or use candidate screening automation and recruitment nurture if you only need one piece of it. The full package breakdown is on the AI agents service and routine takeover pages. The AI recruitment bot case study shows what this looks like running for a staffing agency.
Hiring faster without lowering the bar? Get in touch and we will look at your current screening process on the first call.
FAQ
How much does a recruiting screening agent cost?
From $2,500 for one role family and one channel, live in 3 to 5 weeks. A multi-role, multi-channel setup with ATS integration usually starts around $5,000.
How long until it is live?
3 to 5 weeks. The first week sets your screening criteria and scoring rubric. The rest is building, testing on sample resumes, and a quiet launch alongside your current process before it takes the full load.
Which channels and tools does it work with?
Telegram, WhatsApp, a web form, or email intake. It exports or syncs directly to the ATS, CRM or spreadsheet your recruiters already use. We do not replace your ATS. We feed it clean, scored data.
What if it scores a strong candidate too low?
Every score comes with the reasoning behind it, so a recruiter can override in one click. We tune the rubric on real misses in the first weeks. The agent ranks for attention, it does not make the hiring decision.
What happens to candidate data and is it secure?
Data stays in your systems and accounts. We log every screening conversation for audit, and personal data handling follows the rules of the country you hire in. Anything beyond intake and screening, like background checks, stays with your team.