Humans make the hire
AI screens, shortlists, and scores against a rubric. The offer, the rejection, and every final call stays with a named recruiter.
Proof layer Approval gates on every decision step, logged and reviewable.
HR & Recruiting
AI screens the pile, your team makes the hire
Resume screening, shortlisting, voice interview scoring, and job-lead sourcing — automated end to end, with a human recruiter on every final decision.
- Human-led decisions
- Consistent scoring
- ATS-integrated
- Full audit trail
ATSJob boardsReferralsEmail ScreenResume parseScoreRubric matchInterviewVoice agentShortlistHuman review
Hiring Ops
Live What we build
4 commitments, 1 senior bench.
Every recruiting and internal-ops build ships against the same four constraints — no exceptions for demos or deadlines.
ATS-native, not bolted on
We build on top of the ATS and calendar stack you already run — scoped in a readiness sprint against your exact setup.
Proof layer Integration scoped and tested against your sandbox, not a mock.
One rubric for every candidate
Voice interviews ask the same structured questions and score against the same standardized rubric — no rushed panels, no gut-feel gaps.
Proof layer Transcripts and scores reviewable per candidate, per question.
Senior engineers, weekly demos
A named senior lead owns the outcome. You see working software weekly, not a status deck monthly.
Proof layer Senior review on every merge; 30-day exit on embedded pods.
Integration reality
ATS platforms Calendar and interview scheduling Voice and interview infrastructure The reporting layer
Where it pays back
The bottleneck patterns we see in every hiring team.
- Workflow · 01
Resume screening is the bottleneck
Every requisition sits behind a recruiter manually reading a stack of applications before anyone gets a call.
AI screening and shortlisting with a human approval gate
- Workflow · 02
First-round interviews are inconsistent
One candidate gets a tough panel, another gets a rushed 15 minutes — the rubric lives in someone’s head.
A voice interview agent scoring every candidate against the same rubric
- Workflow · 03
Job-lead sourcing is manual scrolling
Someone spends hours a week scanning listings and copying leads into a spreadsheet.
Automated sourcing with status tracking and CRM sync
Use cases
Where HR and ops teams put us to work.
Eight workflows where automation pays back first — each scoped, evaluated, and gated by a human before it touches a hiring decision.
-
Resume screening & shortlisting
Every application parsed, scored against the requisition, and shortlisted — with a human approval gate before outreach.
Teams buried in applicant piles -
Voice interview screening
A voice agent runs structured first-round interviews and scores every candidate against the same rubric.
High-volume first rounds -
Job-lead sourcing
Listings scraped, deduplicated, and scored across boards — synced to your CRM with status tracking.
Agencies sourcing by hand -
Interview scheduling
Slot booking, reschedules, and reminders wired into recruiter and panel calendars — no email ping-pong.
Coordinators drowning in threads -
Onboarding workflows
Offer-to-day-one checklists — accounts, equipment, paperwork, and intro sequences triggered automatically.
Ops teams onboarding weekly -
Internal HR help desk
Policy, benefits, and PTO questions answered from your own documents — sensitive cases route to a person.
HR teams answering the same 20 questions -
Approvals & requests
Leave, expense, and access requests routed to the right approver with escalation and a full audit trail.
Approvals stuck in inboxes -
Recruiting ops reporting
Pipeline volume, time-to-shortlist, and source performance on one dashboard your hiring leads actually open.
Leaders flying blind on the funnel
Case studies
Proven solutions. Real-world impact.
How our teams solve recruiting and internal-operations problems through strategy, engineering, and innovation.
-
1 shortlist, not a pile AI-Powered HR Hiring Automation Platform
AI posts and manages listings, scores resumes, runs voice and video first-round interviews, and hands HR a scored shortlist with context.
Read story -
-
24/7 automated sourcing Job Scraper Pro – Full-Stack Job Intelligence Platform
A full-stack platform scraping, deduplicating, and scoring job listings so Vantage Talent Partners stopped sourcing leads by hand.
Read story -
-
1 pipeline of record Opportunity Hub – Job & Lead Discovery Portal
A job and lead discovery portal centralizing opportunities with status tracking, so nothing worth pursuing dies in a spreadsheet.
Read story -
-
0 hours of manual scrolling Automating Upwork Job Hunting with n8n
An n8n workflow monitoring Upwork listings, filtering by fit, and pushing qualified leads straight into the follow-up queue.
Read story -
Capabilities
6 service lines, 1 senior bench.
Six connected capabilities, delivered as one seamless service.
See full capability matrix →AI consulting and readiness
A build decision in 2 weeks, not a slide deck.
AuditUse-case scoringRoadmap
Explore AI readiness Agentic engineering
Agents with evaluations, approval gates, cost ceilings, and a full audit trail.
RAGTool useVoiceGovernance
Explore agentic engineering Forward deployed engineering
A named senior engineer inside your team, owning an outcome.
EmbeddedWeekly demoNamed lead
Explore forward deployed engineering Custom software, web and mobile
Specification first, AI-assisted, senior review on every merge.
Next.jsNestJSFlutterReact Native
Explore custom software Automation and systems
Workflows wired and instrumented, with the payback counted.
n8nMakeCRMBack office
Explore automation Data and platform
Pipelines and lineage your AI can actually rely on.
WarehouseETLLineageObservability
Explore data & platform FAQ
The questions hiring leads ask first.
Straight answers before the first call. If yours is not here, ask it on the call — we answer the hard ones first.
Ask the hard one Does the AI make the hiring decision?
No. It screens, shortlists, and scores against a rubric. A human recruiter makes every final call.
Does this replace our ATS?
No, it integrates with the ATS you already run — we build on top of it, not around it.
How is interview scoring kept consistent?
Every candidate is asked the same structured questions and scored against the same standardized rubric, whether the interview is live or voice-automated.
Who sees candidate data during the build?
We scope against synthetic or anonymized data wherever possible. Any access to real candidate data is limited to named engineers, logged, and documented in a data-flow map you keep.
What happens when the AI is unsure about a candidate?
Borderline scores never get auto-rejected. Anything below a confidence threshold routes to a recruiter for manual review, with the transcript and scoring rationale attached.
Start the conversation
Keeptherecruiteronthedecision,
automate the screening
Tell us which part of your hiring pipeline eats the most hours. We will tell you what we can automate today and what stays with your team.
30 minutes the engineer who leads delivery no deck, no pitch