Service
Consultants spend most of the day on work that never bills: screening CVs, chasing right-to-work documents, writing the same outreach. We build AI systems for recruitment agencies that hand that to agents, so consultants spend their time placing.
Why this matters
A role goes live, 300 applications land, and a consultant burns the afternoon screening them while three good candidates take other offers. The ATS has automation features nobody configured, and most AI recruitment tools want your agency to change how it works to fit their product.
Result focus
Shortlists in minutes instead of afternoons, outreach that gets replies, and compliance that chases itself, without adding headcount.
Our approach
What is included
What we automate
Agents screen inbound applications and search your ATS history against the spec, returning ranked shortlists with reasoning a consultant can check.
Candidate and BD outreach drafted in your voice and sequenced properly. Our own outreach agents run behind a human approval gate; yours will too.
Right-to-work documents, references, and timesheets chased automatically, with a clean audit trail for when the client or the Home Office asks.
AI voice agents handle first-stage screening calls and interview scheduling around candidates' working hours rather than yours.
Margin, activity, and pipeline reporting assembled from the ATS automatically, so Monday meetings run on numbers instead of memory.
Screening AI without the tribunal risk
Why agencies are moving now
Margins are compressed, clients expect shortlists in days, and EU AI Act transparency rules start biting in August 2026. Agencies that get compliant automation live this year gain the speed advantage and a clean answer to the diligence questions clients have started asking.
Works with your stack
What a first engagement looks like
The typical shape of a first project for an agency running 10 to 100 consultants. Illustrative; every desk is different.
01
Week 1: workshop with the ops lead and a billing manager. We pick one desk and one workflow, usually screening or outreach, and fix the price.
02
Weeks 2 to 4: build, integrated with your ATS and calibrated on your historical placements.
03
Weeks 4 to 8: consultants review every shortlist and message while we tune. The gate stays until the team trusts the output.
04
Handover: the agency owns the system outright. We stay on for support only if you want us to.
FAQ
No, it removes the screening and chasing layer so consultants spend their hours on calls, clients, and closing. Agencies automating first tend to hire more consultants, because each one bills more.
Bullhorn Automation handles triggers and sequences well. Custom agents add judgement on top: reading a CV against a spec, writing outreach that sounds like your consultants, chasing documents across email and WhatsApp. We often configure the native automation properly as part of the same project.
Yes, done properly. The ICO expects transparency to candidates, a rationale you can explain, defined retention, and human review of decisions. That is how we build, and you get the documentation.
Fixed price agreed after a scoping workshop, typically four to low five figures for a first build depending on ATS integration depth. Running costs after handover are usually a few hundred pounds a month.
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