A recruiter that never misses a candidate
and never forgets 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, asks your screening questions, scores the fit, and gives recruiters a ranked shortlist instead of a folder of resumes.
The role today
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 the 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, and 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, and nobody notices until a hiring manager asks why one candidate got through and a similar one did not.
What the agent takes over
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, parses resumes and portfolios for structured facts, years of experience, tools used, availability, and 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 respectful decline or a note to revisit for a future role, so the pipeline stays current instead of silently going cold.
What stays with humans
The agent screens, it does not hire. Interview decisions, offers, compensation, 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.
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 $4,250 | 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 with candidate screening automation and recruitment nurture if you only need one piece of it. See the full package breakdown on the AI agents service and routine takeover, and the AI recruitment bot case study for 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 is 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, with export or a direct sync 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, and 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.