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Sector · Recruitment
AI for recruitment, with a recruiter behind every no
We build AI for recruitment that parses CVs, drafts adverts and books interviews, while a recruiter reviews every shortlist and every rejection.
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AI handles0
A person decides0
Bosses uncomfortable using AI to shortlist candidates0.0%Net figure. CIPD survey of 814 UK bosses.
Source: CIPD ↗Where the line sits
Recruitment is a volume business, with a person at the end of every file
A single vacancy can bring in hundreds of applications, most of which need the same admin.
AI for recruitment is good at that admin.
It can format CVs, draft job adverts, answer candidate questions and fill interview diaries.
It is much riskier when it starts deciding who gets through.
We build AI recruiting tools that speed up the work and leave every judgement about a candidate with a recruiter.
What the AI handles
- CV parsing, formatting and data entry into your ATS or CRM
- First drafts of job adverts and outreach messages
- Interview scheduling, confirmations and reminders
- Shortlist suggestions against a written job specification
- Candidate FAQs, with a clear route to a person
What the recruiter owns
- Every rejection and every shortlist
- Reasonable adjustments for candidates
- Challenges to an AI-assisted score
- Offers, references and final hiring decisions
- Client conversations about fit and culture
Where it helps
AI for recruitment agencies and in-house teams
With AI for recruitment, the quickest wins sit in admin, not in selection.
The REC’s guidance on using AI in recruitment points to note taking, CV formatting, better CRM searches and automated data collection.
It also warns against putting sensitive or confidential information into free AI tools.
We connect AI to the systems you already use, so it works inside your ATS or CRM rather than in a separate chat window.
Shortlists are suggestions with reasons attached, and a recruiter accepts, edits or rejects them.
If your in-house team also wants help beyond hiring, see our page on AI for HR.
- CV parsing and candidate record clean-up
- Job advert drafting with inclusive-language checks
- Interview scheduling and candidate updates
- Shortlist support with reasons a recruiter can check
85%
AI acts alone
130
65% of 200 cases
Goes to a person
70
35% of 200 cases
Illustrative batch with a typical confidence spread. Your real split comes from a pilot on your own work. Some decisions go to a person whatever the score.
What the regulator found
The ICO has already looked inside AI recruitment tools
In November 2024 the ICO published the outcomes of its audits of AI sourcing, screening and selection tools.
The ICO’s audit outcomes report found some tools let recruiters filter out candidates with certain protected characteristics.
Others inferred gender and ethnicity from a candidate’s name instead of asking them.
Some collected far more personal information than they needed.
The ICO made almost 300 recommendations to providers, which were accepted or partially accepted.
Recruiters using these tools still carry their own data protection and equality duties.
Buying a tool from a provider does not hand those duties to the provider.
AI drafts
Check
Person decides
Learns
01 / 04
Buying and running tools
No solely automated rejections, and a clear route to a person
DSIT’s Responsible AI in recruitment guidance says to assign who is accountable for an AI system and to create methods for escalation.
It recommends piloting a tool with a diverse range of users before it goes live.
It also says applicants should be told when AI is used, so they can ask for adjustments or contest an outcome.
We build those points into our AI for recruitment, with a recruiter reviewing every rejection before it is sent.
That protects candidates, and it protects your agency or employer brand when a decision is questioned.
Our AI assurance work can test a supplier’s tool against your own candidates before you commit.
DSIT’s Responsible AI in recruitment guidance says to assign who is accountable for an AI system and to create methods for escalation.
How it works
Four steps, one owner
Each system ships with a named person accountable for what it does.
01
01
Map the hiring funnel
We walk through sourcing, screening, interview and offer, and mark which steps affect a candidate’s chances.
02
02
Set the review points
We agree where a recruiter must review, including every rejection and every shortlist.
03
03
Build inside your systems
We connect the AI to your ATS or CRM, with logs of what it suggested and what the recruiter decided.
04
04
Pilot, check and scale
We pilot on live roles, check outcomes across candidate groups and train your consultants before scaling.
Questions
Asked and answered
Further reading
From the source
Information Commissioner’s Office, 6 November 2024AI tools used in recruitment: audit outcomes report ↗What the ICO found when it audited AI sourcing, screening and selection tools.Information Commissioner’s Office, 6 November 2024ICO intervention into AI recruitment tools leads to better data protection for job seekers ↗Department for Science, Innovation and TechnologyResponsible AI in recruitment ↗Assurance steps for buying and deploying AI recruitment tools.Recruitment and Employment ConfederationUsing AI in the recruitment sector ↗The REC’s advice hub for recruiters adopting AI.Information Commissioner’s OfficeRights related to automated decision-making including profiling ↗When UK GDPR requires a human to be able to step in.
Keep reading
Related pages
SectorsAI for HR →AI for HR, with decisions about people left to peopleGovernanceAI assurance →AI assurance, with evidence a person can stand behindGovernanceAI policy template →An AI policy template your team will actually followConsultancyAI automation agency →An AI automation agency UK teams can trust, with the approval step built in
Next step
Tell us the work. We’ll show you where the line goes.
A 30-minute call. We map one workflow, what the AI could take, and where a person must stay in the loop.