Candidate intake & normalisation
Applications from job boards, your careers inbox, and your ATS are pulled in and normalised into one structured candidate record, so every role draws from the same clean data and nothing is lost.
🧑💼Recruitment automation
Recruitment automation that turns an inbox of applications into a ranked shortlist
Stop losing strong candidates to a slow, manual pipeline. We automate candidate intake, AI CV screening, interview scheduling, and ATS sync, so your recruiters open the day with a shortlist to review instead of a backlog to wade through.
5.0 from clients on Upwork
🎯What it is
What recruitment automation actually means
Recruitment automation is the practice of handing the repetitive, rules-based parts of hiring to software so recruiters spend their time on judgment, not admin. In practice that means new applications are captured and normalised automatically, every CV is screened and ranked against the role's criteria, interviews get scheduled without the email back-and-forth, and candidate data stays in sync across your tools. The outcome is a faster time-to-shortlist and a team that places people instead of pushing data between systems.
The pain it fixes is familiar to any busy desk. Applications arrive in bursts and high volume on a single role buries the good candidates. Manual CV screening eats hours and is the first thing to slip when the desk is busy. A slow time-to-shortlist loses strong people to faster competitors, and interview scheduling turns into days of back-and-forth email. None of that needs a human, and all of it is where automation pays for itself.
⚙️What we automate for recruiters
From application to interview, on autopilot
A deterministic pipeline that handles the repetitive work and surfaces only what needs a recruiter's judgment. The AI extracts and drafts, the routing logic decides.
AI screening & ranked shortlists
Each CV is parsed and scored against the role's must-have criteria, then ranked so recruiters get a ready-made shortlist to review. The model extracts and scores, the ranking and routing stay deterministic, and no candidate is auto-rejected by the AI.
Interview scheduling & candidate comms
Shortlisted candidates get a booking link against live availability and timely, on-brand updates, no thread of back-and-forth email. You decide what sends automatically and what waits for a recruiter's approval.
ATS & CRM sync
Scores, shortlist status, and candidate records are written back to your ATS or recruitment CRM, so your system of record stays current without manual copy-paste between tools.
Human handoff with full context
Anything that needs a person, a borderline score, a sensitive case, an exception, is routed to a recruiter with the candidate's full record attached, so the judgment calls always stay human.
Honest about the limits
We do not let a language model decide who gets hired. The AI reads CVs, scores them, and drafts messages. Deterministic logic does the ranking, routing, and final gating, and a recruiter makes the call.
📈Proof
For one recruitment client we built exactly this pipeline, intake, screening, shortlisting, and scheduling, and it took the repetitive work off the team so they could spend their time placing candidates. See the full build for the specifics.
"Bastien delivered a highly complex automation project with exceptional precision."
Nihanga Liyanage, Stand Up Recruitment
See the full Stand Up Recruitment build
🛠️Built with
Wired into the tools your desk already runs on
We pick the right model for the screening job and connect the pipeline to your ATS, calendar, and the channels your team works in.
n8n
Claude
GPT
Gemini
ATS / CRM
Airtable
Google Sheets
Calendar & email
Slack
❓FAQ
Questions about recruitment automation
Yes. We pull applications from your job boards, careers inbox, or ATS, normalise them into one structured candidate record, run the AI screening, and write the score and shortlist status back to your ATS or CRM. The integration depends on which tools you run, and we confirm what is possible in the free audit.
No candidate is auto-rejected by the model. The AI extracts details from the CV and scores each one against the role's criteria, then deterministic logic ranks and routes them. Recruiters always review the shortlist and make the call. The AI extracts and drafts, it never makes the hiring decision.
A focused first version is typically live in 7 to 14 days, depending on how many sources and integrations are involved. We favour a phased rollout, intake and screening first, then scheduling and sync, so you see value early.
Yes. Automating intake and first-pass screening is most valuable exactly when volume is high, since that is when manual screening becomes the bottleneck. We build the pipeline on n8n, which has no execution timeouts and parallelises the work.
No. The AI drafts candidate messages and scheduling invites, but you decide what sends automatically and what waits for a recruiter's approval. Anything sensitive or unclear is routed to a person with the full context attached.
🔗Related
Dig deeper
📬Contact
Turn your hiring pipeline into a shortlist machine
Book a free audit. We will map where your hiring process leaks time and show you exactly what to automate first.
Book My Free Audit bastien@otimizagency.com