Recruiting Tasks

When a new position opens, searches the ATS for previously interviewed or rejected candidates who could be a strong fit for the new role — and prepares a shortlist with re-engagement recommendations for the recruiter.

Reviews screening interviews, records candidate feedback, prepares next-step questions and helps move the hiring process forward.

Automatically reviews shortlisted candidates, highlights missing information, and prepares personalised screening questions and outreach messages for the recruiter. Find shortlisted candidates in HR system (for example BambooHR)

Automates candidate screening: researches applicants, scores them against criteria, updates ATS, and sends a report.

Analyzes a job description to extract role requirements, builds a targeted sourcing strategy, searches the public people database for the most relevant candidates, evaluates each candidate's fit and openness to move, and delivers a structured shortlist with insights — ready for recruiter review. No external integration setup required.

Analyses the end-to-end hiring funnel for a specified period, calculates key recruiting metrics (hiring funnel conversion rates, time-to-hire, and optionally cost-per-hire), identifies bottlenecks and slow stages, and delivers an actionable audit report to HR leadership.

Automatically generates a tailored interview question kit for a specific candidate and role. Fetches candidate profile and job requirements from the ATS, researches each previous employer online, and produces four question categories — Technical, Behavioral (STAR), Employer Deep-Dive, and Motivation & Fit — delivered as a formatted email to the recruiter.

Prepares and sends job offers, updates candidate status in ATS, and organises an offer call with the candidate.

Monitors all active candidates across open positions, groups them by pipeline stage, tracks weekly changes, flags candidates stuck at a stage for too long, and delivers a consolidated digest to the recruiting team.

Analyses workload distribution across the recruiting team based on open positions, active candidates, position urgency, and role complexity. Identifies overloaded and underutilised recruiters and suggests rebalancing to HR leadership.

Reviews candidate resumes against role requirements, highlights fit, and helps recruiters decide on the next step.