Recruitment automation
Recruitment automation goes far beyond ATS pipeline kanban. It is sourcing on multiple platforms, screening CVs at scale, scheduling interviews around real availability, drafting personalised candidate messages, and keeping the loop closed on every candidate so nobody ghosts you and you don't ghost anyone.
The manual reality
A recruiter handling 5 open roles produces 200-500 candidate interactions per week. Manually screening each CV, drafting each outreach message, coordinating each interview slot, and following up on each silent thread is essentially full-time admin. The result is slow time-to-hire (averaging 30-45 days for tech roles in Europe) and a poor candidate experience.
The WorkAist approach
The WorkAist recruitment agent integrates with your ATS (Greenhouse, Lever, Workable) and source platforms (LinkedIn, Welcome to the Jungle, AngelList). For each candidate, it scores the CV against the role's must-haves and nice-to-haves, drafts a personalised outreach message, and handles interview scheduling via Calendly or Cronofy. The agent monitors the pipeline for stalled candidates and proposes nudges; for declined candidates, it sends a respectful closure. The recruiter focuses on interviews and decisions, not coordination.
Implementation in 5 steps
- 1Connect your ATS (Greenhouse, Lever, Workable, SmartRecruiters, Personio).
- 2Connect sourcing platforms (LinkedIn Recruiter API, public job boards).
- 3For each open role, define must-haves (years of experience, location, language) and nice-to-haves (specific tech, industry experience).
- 4Connect your calendar (Google Calendar, Outlook) for interview scheduling.
- 5Approve the first batch of candidate scores and draft messages — the agent learns your preferences. Then let it run, with a weekly digest of pipeline health.
Connectors & agents involved
FAQ
Is CV screening fair?▼
Bias in algorithmic screening is a real concern. The WorkAist agent uses explicit role criteria (years of experience, specific skills, language proficiency) rather than free-form 'fit' judgments. Protected categories (age, gender, ethnicity) are never used as ranking signals. Every score is logged with the criteria that drove it — auditable, contestable, and reviewable by a human before any reject decision.
Does this replace recruiters?▼
No. The agent handles the 70-80% of work that's repetitive admin — screening, scheduling, follow-ups, polite rejections. The recruiter does interviews, makes hire decisions, builds relationships with hiring managers, and handles edge cases. This is closer to giving each recruiter a virtual assistant than replacing the role.
What about GDPR and candidate data retention?▼
WorkAist is self-hosted, so candidate data stays in your infrastructure under your data-controller status. Retention periods are configurable per jurisdiction (the agent purges candidate records after your configured period — typically 6-24 months post-application — and produces the audit log proving it).
Automate Recruitment automation this month
Open-source, self-hosted, AGPL-3.0. Your data stays in your infrastructure.
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