Candidate qualifier and screening copilot for HR agencies
Built for a recruitment agency that runs dozens of open roles across clients. The agent handles inbound applications: parses the CV, checks must-haves against the brief, drafts the first qualifying questions on the candidate's preferred channel, and hands warm candidates over to the human recruiter with a score and reasoning. Cold applicants get a respectful pass-message instead of disappearing into an unread inbox.
What the agent owns
- CV parser extracts experience, skills, languages, work eligibility
- Per-role brief drives must-have and nice-to-have scoring
- First qualifying conversation in the candidate's preferred channel and language
- Recruiter Kanban shows only candidates above the role's match threshold, with full reasoning
The story
Recruitment agencies juggle two pipelines: live applications coming in for current roles, and a long-tail of unsolicited CVs that might match future roles. Both pipelines tend to drown the recruiter — most applications need a quick judgement on whether they're worth a real conversation.
The agent takes the first pass. It reads the CV, matches against the live role brief (must-haves, nice-to-haves, deal-breakers), and either drafts a short qualifying conversation with the candidate or sends a respectful pass-message. Every conversation happens in the candidate's preferred language and channel — many candidates apply in English to roles where the working language is German or Greek; the agent handles the switch without confusing anyone.
Recruiters only see candidates above the role's match threshold. Each shows up on their Kanban with a one-paragraph reasoning, the parsed CV summary, and the first qualifying conversation already on the record. The recruiter's first action is a real conversation, not a triage decision.
Impact
Recruiters spend their time talking to short-listed candidates instead of skimming inboxes. Time-to-first-conversation drops from 1–3 days to under 5 minutes for every applicant — even outside office hours.
Candidates who don't fit get a thoughtful pass-message within minutes of applying, which is unusual enough in the industry to feed a steady referral pipeline back into the agency. Customer brand withheld under engagement terms.
What it takes to launch
- Live role briefs (one per open position — title, must-haves, deal-breakers, salary band)
- Inbound application channel(s): careers page form, email alias, LinkedIn export
- A recruiter who reviews the first week of conversations to calibrate the match threshold
- CV parser + role-fit scorer with explicit reasoning per signal
- First-reply conversation in the candidate's language and channel
- Recruiter kanban: only above-threshold candidates surface, each with the qualifying conversation attached
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