A recruiting pipeline that
works nights and weekends too
We built a recruiting bot for a staffing agency that screens and qualifies candidates around the clock, not just during office hours. It comes with a dashboard a recruiter actually checks, instead of a spreadsheet nobody updates. An HR and recruiting platform takes that same pattern: intake, screening, scheduling, pipeline visibility, built around your specific hiring process.
Who this fits
An HR and recruiting platform fits a staffing agency or an internal hiring team processing enough candidates that manual screening and scheduling eat real recruiter time. It also fits a team losing candidates to slow response, because applications only get reviewed during office hours. It fits a team that already has a defined set of requirements per role and wants the first screening pass automated against them. It does not replace the actual hiring decision, which stays with your recruiters and hiring managers throughout.
What’s in the build
Candidate intake runs around the clock. A strong candidate applying at 11 p.m. should not wait until the next business day for any response. AI-assisted screening checks an application against the role’s actual stated requirements. It flags a clear mismatch early and surfaces strong candidates for a recruiter’s real review, rather than making the hiring call itself. Interview scheduling syncs to real calendars, so booking a slot does not turn into an email thread. A pipeline dashboard shows where every candidate actually stands, so nothing quietly stalls in an inbox.
How we build it
We start by mapping your actual hiring process and the specific requirements each role screens against. Screening logic is only as good as the criteria it is built on. The AI screening step is scoped narrowly, to the initial pass against clear requirements, with every other hiring decision staying a human call. We integrate with the job boards and channels your team already recruits through. The pipeline dashboard gets built around the stages your hiring process actually has, not a generic four-stage template.
Where this goes wrong if you are not careful
AI screening carries real risk if scoped loosely. A model inferring beyond clearly stated, objective requirements risks exactly the kind of inconsistent or unfair screening a staffing agency cannot afford. We keep screening criteria explicit and visible to your team, limited to the role’s stated requirements. Anything ambiguous routes to a recruiter rather than getting decided by the system.
The second risk is candidate experience. An automated intake that feels impersonal or unresponsive can cost you strong candidates who simply apply elsewhere instead of waiting. We tune automated status updates to feel like real communication, not a form-letter stream, and keep a clear path for a candidate to reach a real person.
The third trap is a pipeline dashboard that tracks activity instead of outcomes. It shows how many candidates moved through a stage without showing whether the hires that resulted actually worked out. We build reporting around the outcomes your hiring managers actually care about, not just pipeline volume for its own sake.
Timeline and price
| Option | Price | What it covers |
|---|---|---|
| MVP | from $6,000 | Basic intake form, manual screening, simple pipeline list |
| Production | from $10,000 | AI-assisted screening, calendar-synced scheduling, full pipeline dashboard, automated candidate updates |
| Full control (handover-ready) | from $11,000 | Everything in Production plus job board integrations, architecture documentation, and 90 days of support |
Running cost after launch depends on hosting and, where relevant, model usage, typically $20 to $150 a month for a project at this scale.
What you own at the end
You own the platform, every candidate record and the screening logic, under your own infrastructure. The criteria the AI screens against are visible and editable by your team, not a black box, so you can adjust them as a role’s requirements change. This is the same handover standard on every product we build. No proprietary platform only we can operate. No API key or hosting account left in our name after launch. A written document covers the architecture and the decisions behind it. A future engineer, yours or ours on a continuing basis, can then extend the system without guessing why it was built the way it was.
Related
See the development service page for our full build process. This pairs with CRM for a specific industry, Helpdesk SaaS. For the engineering detail, see Role-based access control, AI agent runtime. For a real build, see Recruitment AI bot for a staffing agency.
Want this built for your business? Get in touch and we will scope it with a fixed price.
FAQ
How much does an HR and recruiting platform cost?
From $6,000 for candidate intake, AI-assisted screening and a pipeline dashboard, 6 to 10 weeks. A platform integrating with multiple job boards and deeper interview scheduling runs $10,000 to $15,000.
Does AI screening replace a recruiter's judgment?
No. It handles the initial pass against clear, stated requirements, so a recruiter spends time on candidates worth a real look instead of reading every application fresh. The hiring decision stays entirely with your team.
What is the stack?
Python with Claude or a comparable model for screening logic. The intake flow, web or Telegram, depends on where candidates actually apply. The recruiter dashboard fits whatever framework your team already uses.
Can it post to job boards we already use?
Yes, for boards with an API or a reliable posting mechanism. We integrate with the specific channels your team already recruits through, rather than asking you to adopt new ones.
Who owns the platform and candidate data?
You. Every candidate record, screening result and pipeline status lives in your own database, with no dependency on a general applicant-tracking SaaS subscription.