RecruitmentAutomation
Take the repetitive coordination out of hiring, from the first acknowledgement email to the interview calendar, and leave judgement to your recruiters.
Recruitment Automation: what the work involves
Hiring is mostly logistics. Someone posts the same ad on four boards, copies applicant details into a sheet, emails each person to ask for a time, chases the interviewer for availability, reschedules twice, and finally tells the rejected candidates, if they remember. Every handoff is a place where a good candidate waits too long and accepts another offer.
We map your actual hiring stages and wire them into one flow, usually in n8n or a small Node.js service. New applications land in a single pipeline, get acknowledged automatically, and are classified by role. A language model drafts personalised replies and reads candidate answers to availability questions, while calendar APIs propose real free slots. Anything with a salary, a visa, a complaint or an unclear reply is routed to a recruiter. Templates for rejections and offers are written and approved by you, and each automated message is logged against the candidate record.
Core features
One pipeline for all sources
Applications from job boards, your careers page, email and referrals are merged into a single stage board without manual copying.
Instant, personal acknowledgement
Each applicant receives a prompt reply that names the role and explains the next step, drafted from your approved template.
Interview scheduling
The flow reads interviewer calendars, offers real open slots, handles reschedule requests and sends reminders to both sides.
Screening question handling
Short written or WhatsApp answers about notice period, location or expected pay range are extracted into fields for the recruiter.
Stage-based status updates
Moving a candidate to a new stage triggers the right message, so nobody is left wondering for two weeks.
Hiring funnel reporting
See where candidates wait, which sources yield interviews, and which interviewer slows things down, in a simple dashboard.
What we get right before launch
Tone and consent in messages
An awkward automated rejection harms your employer brand. Wording is yours to approve, rejections can be held for a human glance, and candidates are told how their data is used.
WhatsApp template rules
Business-initiated WhatsApp messages need pre-approved templates and prior opt-in. We register compliant templates and fall back to email where consent is missing.
Mistaken interpretation of replies
A model can misread a casual Roman Urdu reply about availability. Low-confidence parses are shown to a recruiter instead of silently booking a slot.
Tools and technology
- n8n
- Node.js
- OpenAI
- WhatsApp Business API
- Google Calendar API
- PostgreSQL
- Twilio
Common questions, answered
Will candidates know they are talking to automation?
Yes, we recommend saying so plainly in the first message and always offering a named recruiter contact. Honest disclosure builds more trust than pretending, and it is increasingly expected.
Can it work with our current job boards?
Where a board offers an API or email notifications we ingest from it. Some boards restrict automation, so we check their terms first and use forwarding rules where needed.
Does it decide who gets an interview?
No. It coordinates and communicates. Selection stays with your recruiters, and you can pair this with a separate CV screening step if you want ranked shortlists to review.
What happens when an interviewer cancels?
The flow detects the calendar change, offers the candidate fresh slots, and alerts the recruiter. If no new time is agreed within your set window, a person follows up.
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Ready to start your Recruitment Automation project?
Tell us what you need and we will come back with a clear scope, timeline and the questions worth answering before any build starts.