A score without an explanation
Your recruiter needs to see relevant experience and its source—not just an unexplained match percentage.
AI engineering for staffing agencies
AI does the prep. Recruiters decide.
Turn resumes, conversations, and role requirements into candidate briefs your recruiters can verify. See the evidence, flag missing information, and prepare follow-ups—without handing hiring decisions to a black box.
$2,500 pilotTwo weeksPriorities agreed together. Production scoped separately.
- Evidence, not black-box scores
- Recruiter-led decisions
- Works around your ATS
CANDIDATE 014 · OPERATIONS COORDINATOR
The evidence, at a glance.
Candidate review brief
No scoreResume + role brief · recruiter review
Role requirementResume evidence
Vendor coordinationSupported ✓
Spreadsheet reportingSupported ✓
Start dateNot provided
Verify the summaryVendor coordination experienceRead excerpt ↗
Sample resume · experience section
“Coordinated weekly deliveries with six vendors and maintained a spreadsheet of open orders.”
Supports coordination experience. It does not establish team leadership or budget ownership.
View the missing-information draft
Thanks for your interest in the operations coordinator role. What is your earliest available start date?
Draft only · recruiter approves sendingMissing information is not a rejection. Recruiters verify the evidence, approve messages, and decide who moves forward.
A match score is not enough to make a hiring decision.
Missing information mistaken for a mismatch
An unanswered question should trigger clarification, not an assumption that the candidate lacks a qualification.
Polished summaries that need double-checking
Keep the original resume excerpts beside the summary, so recruiters can verify what the AI says.
More tools, the same admin work
Candidate context still needs moving between inboxes, notes, and your ATS. Prepare the updates and handoffs around the tools you already use.
From a resume to a brief your recruiter can trust.
Gather approved context
Bring together the resume, role brief, and relevant notes from the sources your team permits.
Show the supporting evidence
Summarize job-related experience against a written role rubric, linking back to the original excerpt.
Ask for what is missing
Prepare a targeted follow-up for availability or other unanswered questions. Do not infer the answer.
Let recruiters decide
Your recruiters review the evidence, approve messages, and decide who moves forward. AI prepares the brief and ATS update.
Start with the work that keeps repeating.
Combine related improvements around your team's priorities. We agree on what can be built and tested during the pilot.
Evidence-backed candidate briefs
Surface relevant experience with excerpts, unknowns, and the role requirements alongside it.
Missing-information follow-ups
Prepare a short, specific request and stop chasing when the candidate replies.
ATS record preparation
Structure approved notes into consistent fields and flag possible duplicate records for review.
Interview handoffs
Collect availability, prepare scheduling messages, and keep the next recruiter informed.
Related project experience
Applicant screening
Five hundred applications were read one by one, with notes kept in separate files.
Five hundred applicants were screened far faster.
Applications are summarized against the role, with the reason shown for each judgment.
Explore selected work Past project outcome, not a forecast for your workflow. The interactive example above uses sample data.Built around your operation
Useful assistance. Clear boundaries.
Your ATS, approved resume storage, shared inbox, calendar, and application forms. We confirm each platform's supported access before defining the workflow.
For your technical team
A production workflow can use document parsing, structured model outputs, retrieval over approved role criteria, and ATS API updates. Evaluation checks whether each summary is supported by source text. Uncertain identity matches and missing evidence are explicitly flagged rather than silently filled in.
Limit summaries to job-related information and an agreed role rubric.
Show supporting excerpts and unanswered questions, not invented qualifications.
Keep screening, progression, rejection, and outreach decisions with recruiters.
Agree candidate-data permissions, retention, and the applicable employment requirements before rollout.
A focused place to start
Start with briefs your recruiters can actually verify.
An unexplained score creates more checking, not a better hiring decision. Test whether source-backed briefs make candidate review more useful.
What we could improve togetherBring candidate evidence together, prepare review briefs and follow-up drafts, and make ATS handoffs clearer. We agree on the roles, sources, and improvements that matter most to your recruiters.
What we’ll test together
- Each experience claim can be traced to the supplied candidate evidence.
- Missing information prompts clarification, not automatic rejection.
- Recruiters compare review effort and corrections while retaining every hiring decision.
We agree on success criteria before building, then document the results, limitations, and recommended next steps. No promised savings or obligation to proceed to production.
Recruiting workflow pilot
Two weeksThe pilot can cover related workflows and improvements. We agree on priorities and deliverables together to fit the two-week engagement.
- Recruiting priorities, role criteria, and approved sources agreed together
- Source-backed briefs and missing-information drafts
- Agreed role criteria and recruiter approval points
- A working pilot tested against real scenarios
- Human review where appropriate
- Documentation and source-code handover
- Production roadmap and quote for the next phase
Before we get started.
Will the system rank or reject candidates?+
The proposed pilot prepares evidence-backed briefs, not automatic hiring decisions. Recruiters review the original evidence and retain control over progression, rejection, and outreach.
Can it update our ATS?+
Where approved access supports it, we can prepare or write agreed fields. We confirm the platform's API, permissions, and data constraints first; production integrations are scoped separately.
How do you avoid made-up qualifications?+
Briefs separate supported experience from missing information. Supporting excerpts stay visible, and the pilot is evaluated against an agreed test set. Human verification is still required.
What does the pilot cost?+
$2,500 for two weeks. The pilot can cover related workflows and improvements. We agree on priorities and deliverables together to fit the two-week engagement. A complete recruiting platform, production deployment, and ongoing support are scoped separately.
Get started
Request a free workflow review
Tell us what is stuck. We will assess whether it is practical to solve and explain the most sensible next step.
Detailed workflow mapping, technical design, and implementation begin with a paid engagement.
- ✓A person reads every inquiry
- ✓We agree on data handling before we access any systems
- ✓Or email [email protected]
✓
Thank you. We have it.
We will read your description and reply within one business day.