The AI recruiter reads every application against your scenario, scores each candidate with quotes and a clear verdict, and hands your hiring manager a ranked shortlist. When you interview, it turns your notes or the call recording into a structured read against the role's competencies. No good applicant waits three days for a reply.
The best candidate often leaves before anyone reads their CV.
A single opening draws hundreds of applications across job boards, referrals and DMs. Screening is slow and inconsistent, first contact is late, and hiring managers still end up reading stacks of CVs to find the three worth meeting.
The recruiter reads each candidate against the scenario you set for the role, then scores them on the criteria that matter — with the quotes behind every score, and calibrated to your own calls. Your manager opens a shortlist, not an inbox.
An agent with a role brief that covers the top of the hiring funnel — and hands a defensible shortlist to the human who decides.
Reads each CV in full against your scenario for the role, deduplicates, and flags the applications worth a conversation — the moment they arrive, not days later.
Sorts candidates by traffic light with a clear verdict and the quotes behind every score, and calibrates to your own decisions — so the bar is yours, applied consistently to everyone.
Turns your interview notes or the call recording into a structured read against the role's competencies, then hands the manager a shortlist they can answer in one click — invite, pass or questions.
A human always hires — and always interviews. The recruiter reads, scores and ranks, and turns your interview into a defensible evaluation — the conversation and the offer stay yours. You get your time back at the top of the funnel and a paper trail at the bottom, without handing the judgement to a black box.
Applications come from where you already post. The recruiter reads them, keeps candidates moving with timely replies and invites, and writes the shortlist back to your ATS.
The recruiter runs on a scenario you define per role, with a trust gate before it advances anyone and an audit trail behind every verdict. We don't publish invented placement stats — in a diagnostic we look at your funnel and size the time and cost the agent takes off your team before you commit.
Tell us which roles you hire for and where screening bottlenecks. We'll come back with an estimate of the effect and a plan for the first role. We reply within one business day.
We'll come back within one business day. If it's urgent, write to us directly: leo@dovbenko.me