We work out where AI pays in your business, then build it.
field example · hr
Applied on Monday. Read on Thursday. Took another job on Wednesday.
Hiring a handful of people a year? Read each application yourself. If openings draw five applicants, you need more reach, not faster screening. We'd say so.
Screening is the slow step, so good people cool off while they wait.
Requirements get checked by eye on a busy afternoon. The Monday applicant is gone by Thursday.
In staffing, it's the job order a client wants filled this week. In home health, it's a caregiver opening in a hard-to-staff area. In manufacturing, it's the second-shift operator role.
Every application is read against the requirements you wrote. Each gets a fit rating, with its reasons.
Count last month's applications. Multiply by the minutes each takes to read. Multiply by your recruiters' hourly cost.
Then add the strong applicants who accepted another offer first. You can probably name two or three.
Shortlist · home-visit caregiver · Tuesday
The shape of the output, with names left out. A person acts on each line.
Your applicant tracking system, the job boards that feed it, and your calendar for interview slots. It runs whenever an application lands. We check each source with you during the first conversation.
A recruiter decides who moves forward. The shortlist only suggests.
It never rejects anyone by itself. It checks only the job's written requirements. Age, race, gender and other protected traits never enter a rating.
Access to your applicant system. Written requirements for each role. Fifty past applicants, hired and passed over.
You become the employer who answers good applicants first.
Strong applicants hear from you the day they apply, while they're still available.
Yours won't look exactly like this. A first conversation is where we work out what it should look like.
A first conversation with one of our co-founders. Free, about an hour, and no access needed.
You'll hear back from a person, usually within one working day.