Review support
Candidate material organization
Extract experience, skills and qualifications from submitted documents for recruiter review, preserving the original source.
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AI for talent acquisition
Reduce recruiting coordination without automating hiring judgment.
Organize job requirements, candidate materials and scheduling work so recruiters can spend more time on conversations. Keep people responsible for evaluation, candidate decisions and fair, policy-aligned processes.
Delivery framework
From business need to production-ready AI
- A role and candidate materials are available
- Extract job-related information for review
- Compare evidence to stated role criteria
- Recruiter reviews and decides next step
- Coordinate communication and scheduling
Business-led, with people accountable for decisions and approvals.
A workflow shaped around your operation
Connect the work, not just the conversation.
Recruiting support can assist with administration and structured review. It should not make a hiring decision or treat an automated score as a substitute for recruiter judgment.
Structured review
Role criteria alignment
Compare documented evidence with explicit, job-related criteria and flag where evidence is missing.
Coordination
Recruiting coordination
Support interview scheduling, candidate updates and handoffs across the recruiting team.
Workflow
Process documentation
Prepare consistent summaries and activity records that help recruiters maintain a clear review trail.
Designed to fit existing systems
Meet the process where it already lives.
Integration scope depends on the organization’s architecture, available interfaces and access policies. These are common connection points to assess—not assumed integrations.
Start by identifying the system of record, the users who need context and where an approved outcome should be recorded.
Systems and information to consider
- Applicant tracking system and requisition data
- Recruiter-approved job descriptions and evaluation criteria
- Candidate-provided resumes and application responses
- Calendar and interview scheduling tools
- Approved candidate communication templates
Human oversight and data controls
Keep consequential decisions with accountable people.
Candidate data is sensitive, and employment decisions are consequential. Scope must be reviewed with the organization’s legal, privacy and talent teams.
Controls to define with your team
- Keep a recruiter responsible for screening, evaluation and selection decisions
- Use explicit job-related criteria and make supporting evidence reviewable
- Restrict candidate information to authorized roles and defined retention rules
- Test for inconsistent extraction or ranking behavior and provide a path to correct records
Evaluate before expanding
Measure the workflow, including its exceptions.
Choose a baseline and review method before deployment. Metrics should reflect process quality and customer or employee outcomes, not just the volume of automated activity.
Administrative effort
Track recruiter time spent on document organization, scheduling and routine status communication.
Review consistency
Audit whether summaries map to stated criteria and whether recruiters can verify source evidence.
Candidate experience
Monitor response timeliness, scheduling friction and candidate feedback for the scoped process.
Control performance
Review correction rates, access exceptions and outcomes across relevant candidate groups with appropriate governance.
No outcome is assumed. Appropriate targets and evaluation methods depend on your baseline, data quality and operating context.
Connected capabilities
Apply the right AI capability to the use case.
These established AI services can provide building blocks for the solution, selected to fit its workflow and controls.
Next step
Explore a practical ai recruiting workflow.
Bring a real process, its system boundaries and the people responsible for review. We can help define a scoped approach and how to evaluate it.
Discuss AI Recruiting