AI employees that coordinate hiring workflows — while hiring decisions stay human.
Acknowledge applications, collect required information, ask approved screening questions, coordinate interviews and keep candidates informed — while hiring judgment stays with the people responsible for the decision.
- Next step coordinated
- Human decision required
- ATS
- Calendar
What AI employees take on
- Acknowledge and structure incoming applications
- Collect missing information and ask approved screening questions
- Coordinate interviews across approved calendars
- Keep candidates informed at each configured stage
AI employee roles for this work
AI HR Recruiter
Coordinates application intake, required information, approved screening questions and candidate-stage follow-up without making hiring decisions.
AI Scheduling Coordinator
Coordinates interviewer availability and schedules approved interview steps across the required calendars.
AI Customer Support Employee
Handles approved candidate questions, reminders and status communication throughout the configured hiring process.
Keep the hiring process consistent — keep hiring judgment human.
Consistent process
- Role / requisition
- Application completeness
- Approved screening questions
- Interview availability
- Candidate stage
The employee follows the configured process consistently — it does not decide who is the best candidate.
Human judgment
- Advance / reject
- Candidate suitability
- Compensation
- Offer terms
- Policy exceptions
Employment decisions remain with authorized people.
From application to scheduled interview
Application arrives
The candidate application enters through the configured recruiting source or ATS.
Structure the candidate record
Create or update the permitted candidate record and associate it with the approved role or requisition.
Collect missing information
Request only the information required by the configured hiring process.
Ask the approved screening questions
Ask and record the defined questions consistently without creating an independent hiring judgment.
Check interview availability
Use approved interviewer calendars and the configured interview stage.
Schedule the interview and update the stage
Confirm the agreed interview step and update only the permitted candidate-stage fields.
Hand the process record to the hiring manager
The hiring manager receives the application, recorded answers, interview context and current process stage; the employment decision remains human.
Works across your existing systems
- ATSRole, candidate record and configured hiring stage
- CalendarInterviewer availability and scheduled interview steps
- EmailApplication communication, reminders and interview confirmations
- WhatsAppApproved candidate communication and follow-up
What it can do — and where humans stay involved
Can do
- Acknowledge applications and collect required information
- Ask approved screening questions and record responses
- Coordinate interviews against permitted calendars
- Update allowed candidate-stage and communication records
- Send approved reminders and candidate communications
Requires human approval
- Advance or reject a candidate
- Candidate suitability or shortlist decisions
- Compensation, benefits and offer terms
- Exceptions to hiring policy or required process
- Sensitive or ambiguous cases requiring human judgment
Must not do
- Make hiring, rejection or employment-offer decisions autonomously
- Infer or use protected or sensitive personal characteristics as a basis for a hiring decision
- Invent qualifications, employment history or screening answers
- Change compensation, benefits or offer terms without authority
- Bypass required hiring stages or approvals
- Present AI screening output as a definitive employment decision
Start small
Recommended first deployment
- Application intake & missing information
- Interview scheduling & candidate updates
Start with roles where screening questions, hiring stages, interviewer calendars and candidate communication rules are clearly defined.
Find where AI employees fit in your business
Answer a few questions and we'll identify the workflows and AI employee roles with the strongest initial fit.
Results are indicative estimates based on your answers. Actual automation potential depends on workflow complexity, data quality, integrations and operating rules.
Recommended AI employees
- AI HR Recruiter
- AI Scheduling Coordinator
- AI Customer Support Employee
≈850 recurring staff hours/month identified for potential automation
Ready to build your first AI employee?
We'll map the first workflow, define the right AI employee, and identify the systems, knowledge and controls it needs to operate.