Take on more work. Not more people.
We don't sell you software. We study how your agency actually operates, design an AI version of it, and build it. The process stays yours.
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Your revenue is chained to your headcount.
If you want to fill twice as many roles, you need roughly twice the team. That means more overhead, more people to bring up to speed, and more chances a hire doesn't work out. This isn't you managing badly. It's how the business is built.
Busy periods work the same way. A client wins a contract and needs sixty people in six weeks. Nobody hires recruiters that fast, so you bring in contractors and hand over margin to get it done. You deliver, but the job barely pays.
Software companies don't have this problem. Neither do the agencies that have already rebuilt around AI. They took the work that never really needed a recruiter and moved it off the desk.
So your team takes on more roles, and gets through a rush without you hiring anyone.
Your recruiters stop spending their day on screening and chasing. They spend it closing the people they want, and going after the clients they never had time for.
AI now handles work that genuinely used to need judgement.
If you tried AI in recruitment before and wrote it off, you were right at the time. Everything it did, someone had to spell out in advance. What changed is simple: it knows things now, and it acts on what it knows.
Then
Candidates got a templated email, and anything they asked back sat waiting for a recruiter to find time.
Now
It talks to candidates, knowing the role, the company and the pay. It answers on the spot, and pulls in a person only when one is actually needed.
Teach it once. It stays taught.
Think of it as a new recruiter joining, except you only train it once.
Week one
You correct it.
The way you'd correct a new recruiter. Too strict on this, wrong emphasis on that. Every correction sticks.
Month three
It knows what you'd say.
It applies your bar, not a generic one, to every CV, every interview and every ranking, before you've looked.
From then on
It never forgets.
People move on. What your team taught it stays, and the next role starts with everything the last one learned.
We're not a tool you buy. We rebuild the process you already have around AI.
Your process is not the thing we're replacing. It's the thing we're building around. The stages stay, the standards stay, the way your team works a role stays. What changes is what runs each step.
Most AI recruitment products hand you a login and wish you luck. The hard part was never the software. It's knowing which parts of your operation should change, getting your standards into a system, and making it work inside the way your team already runs.
We study
how your desks actually run.
Stage by stage, with your team, on live roles. Where the hours pool, where candidates drop out, and what your bar really is, which nobody has ever written down.
We design
an AI version of it.
Your operation, stage for stage, with AI where it takes work off the desk and deliberately absent where a person is the point. What comes out looks like your firm, not like ours.
We build
and hand it to your team.
Much of what you need already exists in our platform. Some of it we build for you. Either way it works inside your existing process, and your team owns it.
Our platform is what we build on, not what we're selling. You're buying a working operation, and the people who know how to design one for a recruitment firm. The test for what can go into it is simple: if one of your recruiters can explain how they make a call, and why, we can build it.
What moves to the system, and what stays with your team.
Ask your recruiters how much of last week went on winning new business. The honest answer is almost none, because the screening and the chasing always eat that time first. That's the time this gives back. Every firm's system comes out different, because every firm's desks are different, but the split is usually similar.
Usually moves to the system
- Reading applications against your bar, written answers included, judged rather than keyword-matched
- First interviews as real phone calls or video rooms, around the clock, following up on a vague answer instead of reading from a script
- Scheduling and chasing: a real back-and-forth with the candidate, including the ones who go quiet
- Comparing, ranking and explaining, so your team opens a shortlist with the reasoning attached instead of a pile
- Watching video interviews for cheating while they run: a second voice, a second face, answers read off another screen, logged for the report
Stays with your team
- Client relationships and taking the brief
- Closing candidates and managing offers
- Negotiation
- Business development, the thing there's never enough time for
Every decision that carries consequence. The system prepares. A person decides.
And some of it won't exist yet. Maybe an unusual integration, a client-specific report, or a step nobody else runs. If your operation needs something we haven't built, we build it. That's normal. It's scoped during the audit and quoted as a fixed price, not an open-ended day rate.
The fastest agency wins.
Most contingency work is a race you share with two or three other agencies. The client pays whoever fills the role. Coming second with a shortlist means you did the work and someone else got the fee.
Interviews happen the evening someone applies.
A candidate who applies at nine is interviewed by a quarter past, and it doesn't queue: everyone who applies overnight is interviewed overnight, in parallel. Nobody cools off over a weekend.
Your own database answers first.
Every new role is checked against every CV you already have. The shortlist often starts with people you spoke to months ago and forgot.
The roles you lose cost less.
A role that goes to another agency used to cost you two weeks of someone's time. Now most of that work was never a person's to begin with.
Speed is how you defend your fee.
The agencies holding their margins are the faster ones, not the cheaper ones. Nobody argues hard with the firm that filled the last role in a week.
Both of these are in-house hiring teams rather than agencies. The work is the same as an agency desk: thousands of applications read, interviewed and ranked without the team growing. The difference is that on your desk, that capacity is billable.
Hiring globally without a global team.
We designed and built their hiring operation with them, wired into their ATS. Every application is handled end to end before anyone on their team spends a minute on it.
- Runs around the clock, so time zones stopped mattering
- No extra recruiters hired
- Their team runs it day to day
A thousand applicants a role, same team.
We wired the system into their ATS and trained their team. Their own hiring managers set the questions, the criteria and the thresholds, then ran it themselves.
- 1,000+ resumes screened by AI
- Hundreds of AI interviews completed
- No increase in headcount to handle the volume
What happens when it gets something wrong?
It's the right question. Handing judgement to a system only makes sense if you can see what it did and change it. So that's how we build it.
It never has the last word.
The system prepares work and makes recommendations. Anything that carries consequence stays with a person on your team: who progresses, what a client is told, what an offer looks like.
You can check any decision.
Every action is recorded with the reasoning behind it, not just the result. You can see why it ranked someone where it did, why it said what it said, and what it did next.
Wrong is fixable.
If we captured your standards imperfectly, you change them and re-run. Across the whole pool, not just future applicants.
Will candidates put up with it?
They prefer it to what they get now. Today most applicants hear nothing for a week, if they hear anything at all. Here, everyone gets a reply in minutes, and an interview the evening they apply if that's when they're free. And the moment a question needs a person, a person is looped in.
How it works and what it costs.
Audit
We study your operation and come back with a design, a fixed build price and a fixed annual running cost. If you go ahead, the $1,000 comes off the build price, or off your first year if there is nothing to build.
Build
A fixed price, not a day rate, fixed before you commit to it. Sometimes the audit finds that nothing needs building.
Run
Capacity, hosting and ongoing engineering. Your team operates the system. We keep it working.
You only ever commit to one number at a time. The audit fee is the only thing you decide on today. The build price and the running cost are both fixed before you commit to either.
Bespoke
- Capacity sized to your volume
- Audit: $1,000, fixed, credited against whatever you go ahead with
- Build quoted at the audit, and sometimes there is none
- Works inside your existing process, unlimited users
- Annual cost quoted at the audit
- Can be deployed on your own servers where your clients or your regulator require it
Half an hour, and we'll tell you honestly whether this is worth doing.
What we ask
How your desks run, what you work at volume, and where the hours go.
What you get
A straight answer on whether this is worth doing for your firm. Sometimes it isn't, and we say so.
What happens after
If it makes sense, we scope the audit. If not, you've lost half an hour and gained a second opinion.
Wherever you are, the call happens in your time zone.