Recruitment and temporary agencies
The best candidate is the one you call back first, not the one you find first.
Qualification of CVs, follow-up with candidates and clients, preparation of meetings: the part that does not cost money.
response time to candidates
qualification time per profile
confirmed appointments
The short answer
How to automate candidate qualification in a recruitment agency?
The applications are read, cross-referenced with the real need for the position and classified by relevance. Candidates receive a quick response, interviews are scheduled without back and forth and clients are kept informed. The choice of candidate remains entirely human.
The problem
Points of friction · Recruitment and temporary agencies
The best candidate is the one you call back first, not the one you find first.
Today
With the system
Hundreds of CVs arrive, and the right profiles are seen three days too late.
Each application is read and cross-referenced with the real need
Unsuccessful candidates never hear back, and your reputation takes a hit.
Everyone receives a response, including the unsuccessful ones
Making an appointment consumes ten messages for a slot.
Interviews are scheduled without back and forth
Consultants spend more time administering than talking to people.
The customer is kept informed without you thinking about it
Live
A request arrives. See what happens next.
Illustrative scenario: approvals and exceptions still need to be defined with your team.
LinkedInMessages · recruitmentA candidate
Hello, I am interested in the position of works manager.
Your recruitment agent
I’ll take care of it now.
Meanwhile, in your tools
Each application is read and cross-referenced with the real need
Gmail
Everyone receives a response, including the unsuccessful ones
Calendly
Interviews are scheduled without back and forth
Slack
The customer is kept informed without you thinking about it
Tracking · response time to candidates
What we install
The complete infrastructure for your workflow.
Each step is built, connected to your tools and tested on your real cases before launch.
Step 1 / 4
Each application is read and cross-referenced with the real need
Skills, experience, mobility, availability and expectations. The score is based on the post as it is, not on keywords.
Pilot monitoring
What to monitor during the pilot
response time to candidates
Scope and indicator defined before the pilot.
qualification time per profile
Checked against authorised data and cases.
confirmed appointments
Comparison with the starting point after launch.
Orders of magnitude observed on typical deployment scenarios, given to situate the extent of the change. These are not measured customer results: yours are quantified during the audit, on your data.
Your safeguards
What stays under your control.
Giving a system access affects your data and processes. These are our default safeguards.
You stay in control
We start with approval for every action. Only what you explicitly authorise, case by case, runs on its own.
Your accounts stay yours
Accounts, domains and hosting remain in your name. You can disconnect whenever you choose.
Approvals before sensitive actions
Sensitive actions use drafts and approval queues instead of direct writes.
Questions
The questions we are asked
Does the agent decide who is retained?
Never. It sorts, enriches and prioritizes. The selection remains with the consultant, who also sees why a profile is raised or discarded.
Is it discriminatory to score applications?
Documenting the criteria alone does not eliminate bias or discrimination risks. Criteria must be relevant to the role, tested on real cases and regularly reviewed. Selection remains a human decision, and the system must be assessed before it is put into use.
Does it work with our ATS?
Yes in most cases. When integration does not exist, we build it: taking over what already exists is part of the work.
We look at your case before promising anything.
A call to understand what is costing you the most today, and to tell you frankly if we are the right person to talk to.