Recruiting & staffing
AI automation agency for recruiting and staffing firms
We build recruiting automation for staffing agencies, search firms and in-house talent teams that want recruiters on the phone with candidates, not buried in ATS admin. Our work connects Bullhorn, Greenhouse, Lever, LinkedIn Recruiter and your onboarding tools so sourcing, screening, scheduling, submittals and placements move faster with less manual data entry.
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Quick answer
How can AI automation help a recruiting or staffing agency?
AI automation helps recruiting and staffing agencies by writing resume fit summaries in Bullhorn, Greenhouse or Lever, re-engaging past candidates when a new req opens, and scheduling interviews from recruiter and hiring manager calendars. It can also build client submittals and track contractor onboarding, including I-9s and background checks, until each contractor is cleared to start.
- Screening supports recruiter judgment rather than auto-rejecting candidates, and avoids protected attributes
- NYC Local Law 144 sets bias audit and notice rules for automated hiring tools
- Assignment-end alerts reach recruiters weeks ahead so contractors can be redeployed
- Candidate texting needs TCPA consent, and background checks follow FCRA disclosure steps
01
Where recruiting and staffing firms lose the most time
Recruiting is a speed business. The firm that gets a qualified candidate in front of the hiring manager first usually wins the placement, yet recruiters spend a large part of the day on admin that slows them down.
On the staffing side, the work after the placement is just as heavy. Contractors need onboarding, I-9s, background checks, timesheets and redeployment before their assignment ends, and most of it is tracked by hand.
- Screening hundreds of applicants per req against job requirements
- Scheduling phone screens and client interviews across time zones
- Writing candidate submittals and reformatting resumes to your template
- Keeping the ATS updated with notes, statuses and activities so metrics mean something
- Contractor onboarding, timesheet reminders and end-of-assignment redeployment
02
Recruiting workflow automation we build
We usually start at the top of the funnel with screening and outreach, because that is where recruiter hours disappear fastest. New applicants from job boards and your careers page are parsed, matched against the req and sorted, so recruiters spend their time on the best-fit candidates first.
From there we automate interview scheduling, submittal formatting and the handoff into onboarding. Each step updates Bullhorn, Greenhouse or Lever so pipeline reports reflect what actually happened.
WHAT WE BUILD
What we automate for recruiting & staffing
Typical automations, each scoped and quoted at a fixed price after a free review.
Resume screening summaries
New applicants in Bullhorn, Greenhouse or Lever are parsed and compared with the job order, and an AI agent writes a short fit summary with evidence for the recruiter to review.
Database re-engagement
When a new req opens, searches your existing ATS candidates for matches and drafts personalized outreach by email or text with consent checks.
Interview scheduling
Offers candidates open slots from recruiter and hiring manager calendars, books the interview, sends reminders and logs it in the ATS.
Client submittal builder
Turns recruiter notes and the candidate's resume into a formatted submittal in your template, ready to send to the hiring manager.
Contractor onboarding
A placement triggers offer letters, e-signature, I-9 and background check requests and tracks each item until the contractor is cleared to start.
Timesheet and assignment-end alerts
Reminds contractors about missing timesheets and alerts recruiters a few weeks before an assignment ends so they can redeploy the contractor.
Recruiter activity dashboard
Combines submittals, interviews, placements and fill rates by recruiter and client into a dashboard that updates automatically.
03
AI agents for recruiting and staffing
A screening agent can read a resume against the job order's must-haves, write a short fit summary with evidence from the resume and suggest knockout questions for the phone screen. Recruiters see the reasoning, not just a score, and make the call.
Other agents re-engage your existing database when a new req opens, draft personalized outreach, answer candidate questions about a role by text or chat, or run a short pre-screen by voice. A submittal agent turns a recruiter's notes and the resume into a client-ready write-up in your format. Hiring decisions always stay with people.
04
Fair hiring rules, consent and candidate data
AI in hiring draws regulatory attention. EEOC guidance on discrimination still applies to automated tools, New York City's Local Law 144 sets bias audit and notice rules for automated employment decision tools, and other states are adding their own. We design screening to support recruiter judgment rather than auto-reject candidates, avoid protected attributes and keep a record of why each candidate was ranked.
Candidate texting and automated calls need consent handling under the TCPA, and background checks follow FCRA disclosure steps through your screening vendor. Candidate data stays in accounts you own, and AI providers are configured so your data is not used for training. Your firm and counsel decide what applies to you.
05
Tools we connect for recruiters
We work with the ATS and CRM platforms, sourcing tools and onboarding systems staffing firms rely on. Bullhorn, Greenhouse, Lever, JobAdder and Loxo all have APIs we can build on, and we connect them to calendars, texting tools and e-signature.
Workflows run in n8n, Make, Zapier or custom Python, with recruiter activity and fill-rate dashboards in Power BI or Looker Studio.
06
How a project works and what it costs
It starts with a free review of how a req moves from intake to placement in your firm today. You then get a fixed-price quote split into stages. Most recruiting projects take 1 to 8 weeks depending on your ATS, volume and how many tools are involved.
Each stage ships something recruiters use right away, such as screening summaries first and automated scheduling second. Your firm owns every account, workflow and line of code.
TOOLS
Tools we connect
FAQ
AI automation for Recruiting & Staffing questions
Can AI screen resumes for a staffing agency?
AI can read resumes against the job requirements and write a fit summary with evidence, which helps recruiters prioritize. We design it to support recruiter decisions rather than automatically reject candidates, which is also safer under fair hiring rules.
Does recruiting automation work with Bullhorn?
Yes. Bullhorn has a REST API we build on to read and update candidates, job orders, notes and placements. We also work with Greenhouse, Lever, JobAdder and Loxo.
Is AI in hiring legal?
Using AI in hiring is legal, but rules apply. Anti-discrimination law still applies, and some places such as New York City require bias audits and candidate notice for automated decision tools. Your firm and counsel should confirm what applies to your hiring.
Can automation text candidates for us?
Yes, with proper consent and opt-out handling under the TCPA. Texts can confirm interviews, request documents or share new roles, and replies are logged back to the ATS.
How much does recruiting automation cost?
We quote a fixed price after a free review. A single workflow like interview scheduling can take about a week, while a full screening, submittal and onboarding setup typically takes four to eight weeks.
Will automation replace our recruiters?
No. It removes admin like data entry, scheduling and formatting so recruiters spend more time building relationships with candidates and clients, which is the part that actually closes placements.
GET A FREE PROPOSAL
Tell us what you want automated
Describe the process that eats your team's week. We reply within one business day with a first take on what can be automated, which tools fit and roughly what it would cost.
- Free 30-minute automation review
- Fixed quote before any work starts
- You own every workflow, account and line of code