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A recruiter spends much of the day on everything around the interview: getting back to candidates, agreeing dates with the hiring manager, answering questions about the process and updating the ATS.

Meanwhile a candidate is waiting for an answer, and anyone who waits too long sometimes chooses someone else.

The Recruitment Assistant takes that work over: it follows up candidates, schedules interviews and answers questions from the information you release. Who moves forward in the process is decided by the recruiter.

What it does, step by step

  1. Track the statusPer candidate and per vacancy in your ATS: who is waiting for what, and for how long.
  2. Follow up candidatesA confirmation, an update or a reminder at the agreed moment.
  3. Schedule interviewsFind times with the candidate and the hiring team, and send the invitations.
  4. Answer questionsAbout the process, the vacancy and the terms of employment, from the information you release.
  5. Update the ATSRecord interviews, appointments and replies, so the file is complete.

Onboarded into your business

Sara does not start from a generic script. Like any new colleague, Sara is onboarded into the way your team works first.

  • Your knowledgeWe onboard Sara with your own documents, examples and agreements, so the work is done the way your team does it.
  • Your systemsWe set up the integrations for the software you already use. Different fields or different steps? We adapt to them.
  • Your rulesYou decide what Sara handles on its own and what always goes to a person first.
  • Grows with youWhen your way of working, a system or a rule changes, we adjust Sara to match.

Works with these systems

ATS
  • Recruitee
  • Homerun
  • Teamtailor
Calendar
Channels
Communication

Is your system not listed? We can connect any system, even if there is no standard integration. View all integrations.

What runs automatically and what does not

You stay in control.

Not every decision should be made automatically. For each workflow, we set out:

  • What can happen automatically.
  • What is put forward for approval first.
  • When a person is brought in.
  • What information is stored.
  • How actions are logged.

Is this a fit for your organisation?

A good fit if

  • Recruitment teams and staffing agencies with many candidates at once.
  • Organisations where scheduling interviews takes a lot of back and forth.
  • Businesses whose ATS lags behind what is actually happening.

Less of a fit if

  • Assessing and selecting candidates: that stays with people.
  • Rejections after an interview: those belong with the recruiter.
  • Recruitment with only a few candidates a year.

What it can deliver

  • Candidates who hear back sooner.
  • Interviews scheduled with fewer emails.
  • An ATS that matches what actually happened.

Directions, not promises. As soon as there is evidence from a client project, it will appear here as a substantiated result.

Frequently asked questions

What does an AI recruiter do?

The work around selection: following up candidates, scheduling interviews, answering questions about the process and updating the ATS. Who moves forward in the process is decided by a recruiter. That keeps the AI an assistant, not an assessor.

Can you use AI in recruitment and selection?

Assessment by AI is classed as high risk under the EU AI Act. That is why the Recruitment Assistant does not assess candidates and rejects nobody: it schedules, informs and records. What is recorded and logged is agreed in advance.

How is this different from the CV Assistant?

The CV Assistant summarises applications and sets them against the job requirements, as preparation for a recruiter's assessment. The Recruitment Assistant handles the follow-up and scheduling after that. They can work together or separately.

Does the assistant work in our own ATS?

Yes, in Recruitee, Homerun, Teamtailor or another ATS with an API. Status, appointments and messages are recorded there, so the history stays in one place.

Do candidates know they are dealing with an AI assistant?

They should, and we say so in the messages. If a candidate wants to speak to a person, they get a recruiter.

Is this suitable for a staffing agency?

Yes. With many candidates and fast turnover, following up and scheduling is exactly the work that slips. Which messages go out automatically and which go past a consultant, you set out in advance.

How to put this to work

  1. 1A short callTogether we look at your process and your systems, and whether this task is the best place to start.
  2. 2Set up on your rulesIntegrations with your own systems, and agreeing what may run automatically and what a person approves.
  3. 3Measure and adjustFirst alongside your team, only then on its own. We look at what it delivers and adjust.
What does an AI employee cost?

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