Vacancy intake, sourcing, screening and shortlists
A recruitment agent that shortlists without deciding for you.
Vacancy intake, candidate sourcing and first-pass CV screening run as governed workflows against one source of truth. Every hiring decision stays with your team, and the agent is built to align with the EU AI Act and GDPR.
How it works
How a recruitment agent runs from vacancy to shortlist.
Recruiting breaks where the requirement drifts: between what was asked for, what got advertised and what someone actually screened against. Pinning all three to one record is most of the work.
Capture the vacancy once
The requirement is collected as a structured record rather than a thread: role, team, must-haves, nice-to-haves and the approver. That record becomes the single source of truth every later step reads from, so the advert and the screening criteria cannot drift apart from the request.
Inputs
Source and tag every channel
Applications arriving from job boards, professional bodies, referrals and direct approaches land against the same vacancy with their source tagged consistently. You can finally answer which channel actually produced your hires, because nothing arrives untracked.
Channels
Screen against the live requirement, then stop
The agent reads each CV against the current requirement rather than a job description that went stale two months ago, and assembles a shortlist with its reasoning attached. It stops there. Ranking is a recommendation your recruiter accepts, reorders or rejects.
Controls
Interactive demo
One vacancy, start to shortlist
A representative run. The approval step is a real stop, not a pause for effect.
- QueuedVacancy openedTriggerRequirement captured as a structured record with a named approver.
- QueuedApplications gathered and taggedActionEvery channel writes to the same vacancy file with its source recorded.
- QueuedCVs screened against the live requirementAgentEach assessment keeps the reasoning that produced it.
- QueuedShortlist released to the recruiterApprovalA person reviews the ranking and decides who progresses.
The operating gap
Why recruiting absorbs so much time before anyone has met a candidate.
The cost is rarely in interviewing. It is in the thirty-odd coordination steps that surround each hire, and in the fact that no two of them read from the same record.
Manual recruiting
- Vacancy details live across emails and chat threads.
- What was asked for, advertised and screened against slowly diverge.
- Candidate sources are untracked and tagged differently by each recruiter.
- CVs are screened one by one against a job description that has gone stale.
- Consistency depends on who happened to be screening that day.
- Chasing documents and re-entering the same data eats the recruiter's week.
With a recruitment agent
- One structured vacancy record every step reads from.
- Advert and screening criteria are generated from the same requirement.
- Every application is attributed to its channel on arrival.
- Screening runs against the current requirement, with reasoning retained.
- The same criteria are applied to every candidate in the pool.
- Collection and follow-up run themselves; the recruiter decides.
The basics
What a recruitment agent is, and what it is not
A recruitment agent is a governed workflow that handles the administrative weight of hiring: capturing the requirement, gathering and attributing applications, collecting documents, chasing what is missing and producing a first-pass shortlist with its reasoning attached.
It is not an automated hiring decision. The agent narrows and evidences; a person chooses. That boundary is deliberate and it is where we place the approval node: see AI governance for how those limits are set.
Described as a process rather than as an agent, the same ground is covered under recruitment automation, which follows a vacancy from intake through screening to the offer.
What it handles
The work that disappears and the work that does not.
Six workflows replaced more than twenty manual steps in the deployment this page is built from. These are the four that carry most of the load.
Vacancy intake
The requirement, the approver and the criteria captured once, as a record rather than a conversation.
Channel attribution
Job boards, professional bodies, referrals and direct applications all tagged consistently against the vacancy.
First-pass screening
Every CV assessed against the live requirement, with the reasoning kept so a recruiter can check the call.
Document collection and chasing
Missing paperwork requested and followed up without a person holding the list in their head.
Seen enough? Bring us one workflow.
FAQ
Common questions.
The questions hiring teams ask us first.
Does the agent decide who gets hired?
How does this align with the EU AI Act and GDPR?
What happens to the reasoning behind a screening result?
Do we have to replace our applicant tracking system?
Questions answered? Put it on your own workflow.
Sector proof
Proven Thirty-five steps per hire, rebuilt as six workflows.
One centralised HR team serving more than thirty companies, each with its own procedures.
“Recruiting alone took more than thirty-five manual steps per hire. Twenty of them were redesigned into six agentic workflows, with one source of truth for every vacancy and candidate file, and the hiring judgment kept with people.”
Get started
Want to see it on one of your own vacancies?
Bring a real requirement and we will map it against the workflow, including where your approval nodes should sit.
Two ways to start
Book a demo6 FIELDSYou already know what you want to see. Tell us the essentials and we come back with times.Open the form →Build your agent6 QUESTIONSYou want the demo built around your own bottleneck. Answer six questions, we prepare the agent for the call.Start the questionnaire →Prefer a live call?
Grab a slot that suits you.
Book a 30-minute call with our team.
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