Question 1

Will candidates feel weird about being screened by AI?

Accepted Answer

Most candidates actually prefer it. The AI screening happens at the candidate's convenience (often evenings or weekends), takes 15 minutes instead of 45, and gives a clear answer about whether they progress within hours instead of days. We have not seen any drop in candidate experience scores — in fact, NPS typically improves because candidates hate being kept in the dark.

Question 2

How does the AI handle technical or specialist screening (e.g. legal, engineering)?

Accepted Answer

The AI is configured per vertical. For specialist roles, we work with your senior consultants to capture the technical screening framework — required experience, accreditations, project examples, and red flags. The AI conducts a competent first-pass screen using that framework. Anything that needs deep technical assessment still goes to a human consultant for second-stage interview.

Question 3

Does it integrate with our ATS (Bullhorn, JobAdder, Vincere, FastTrack360)?

Accepted Answer

Yes — we integrate with all major Australian recruitment ATS platforms including Bullhorn, JobAdder, Vincere, FastTrack360, Salesforce, Workday Recruiting, and Lever. Candidate data flows bidirectionally — applications come in, screening notes go back to the candidate record, and placement outcomes feed back into the AI for quality scoring.

Question 4

How does the AI handle the relationship side of recruitment?

Accepted Answer

The AI does not do relationships — your consultants do. The AI removes the screening, scheduling, and admin burden so your consultants have 5x more time for client BD, candidate relationship-building, and senior placements. Most agencies find their consultants make more placements per quarter and have happier clients because the consultant is actually responsive.

Question 5

What about compliance and right-to-work checks?

Accepted Answer

The AI walks every candidate through the compliance checklist — right to work, qualifications, registrations (where applicable), and reference verification. It captures evidence (scans, screenshots, video confirmations), structures it into the candidate record, and flags anything missing. For temp desks, this is a massive time saver and reduces compliance risk.

Question 6

How does interview scheduling actually work with multiple stakeholders?

Accepted Answer

The AI uses calendar integration with all parties — candidate, recruiter, and hiring managers. It identifies available windows that work for everyone, sends a single proposed slot to the candidate first, and only confirms once accepted. Reschedules are handled automatically. The end result: 14-email scheduling becomes a 2-message confirmation.

Question 7

How does this work for high-volume temp desks where margins are tight?

Accepted Answer

Temp desks are actually where AI delivers the biggest ROI. The screening, compliance checking, scheduling, and timesheet chasing for temp placements is enormous admin overhead per low-margin placement. AI automates 80% of it, which means your consultants can run 3x the placement volume at the same fee, transforming desk profitability.

Question 8

How long does setup take?

Accepted Answer

Solo specialist recruiters are live within 7-10 days. Boutique agencies take 14-21 days because we configure per-consultant workflows and ATS integration. National agencies with multiple verticals take 4-6 weeks because each vertical needs its own screening framework and the rollout is staged.

Question 9

What does it cost?

Accepted Answer

Solo recruiters typically pay $500-900 per month. Boutique 5-10 person agencies pay $1,200-2,800 per month. National agencies pay $4,000-12,000 per month depending on placement volume and number of verticals. ROI typically arrives within 60-90 days from increased placement capacity alone.

Question 10

Will the AI bias the screening process?

Accepted Answer

Bias prevention is a core part of our configuration. The AI screens against the explicit role requirements you provide — skills, experience, qualifications, work rights — and ignores demographic information. We also run regular audits comparing AI screening decisions against placement outcomes to catch any drift. If anything, AI screening is typically less biased than overworked human recruiters under time pressure.

Screen 5x More Candidates and Make Better Placements

Why Recruitment Margins Are Under Pressure

8 AI Capabilities Built for Recruitment Agencies

AI Candidate Phone Screening

Interview Scheduling Automation

Reference Check Coordination

Candidate Engagement Sequences

Client Brief Intake & Tracking

Database Search & Re-Engagement

Placement Quality Scoring

Pipeline Health Reporting

For Every Stage of Recruitment Agency

Solo Specialist Recruiter

5-Person Boutique Agency

Multi-Vertical National Agency

How We Get Your Recruitment Agency Live

Discovery & Vertical Audit

ATS & Calendar Integration

Per-Vertical Configuration

Pilot With One Desk

Full Roll-Out

Recruitment: Without AI vs With AI

Without AI

With AI

Real Results for Australian Recruitment Agencies

The Recruitment Industry in 2025-2026

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