Hire your AI recruiter.
Drafts job ads, structures applications, and coordinates interviews inside the systems you already use: around 70% less coordination effort per open role, first workflows live in two weeks. Built with your company knowledge. Your team decides on every candidate.
Talk to an expertWhat does your AI recruiter get done in a normal working day?
Application intake
Collects overnight applications from Outlook, your careers page, and job portals like StepStone, and files them completely in your applicant tracking system.
Structuring applications
Extracts qualifications, experience, certificates, and notice periods, and puts every file into the same comparable format for your team.
Candidate questions
Answers questions about the role, the process, and the timeline, and forwards anything that needs a real answer from the hiring manager.
Interview coordination
Finds slots that fit hiring manager and candidate, sends the invitations from Outlook, and reschedules when something falls through.
Job ads and follow-ups
Drafts a new job ad from the role profile, posts approved ads to StepStone and LinkedIn, and follows up with candidates who went quiet.
Daily summary
Posts a short overview to your team: new applications, interviews confirmed, decisions waiting on a human.
The coordination runs continuously. Your team decides on the people.
No good application waits days for an answer
- Every application structured the day it arrives
- Interview slots found without calendar ping-pong
- Your team spends its time on candidates, not on admin
The same hiring process, with and without an AI employee.
Today
- Applications sit in a shared inbox until someone finds time
- Every file looks different, so comparing them takes hours
- Interview scheduling turns into a week of email ping-pong
- Strong candidates drop out because they hear nothing for two weeks
- Rejections get delayed, or go out as a cold standard template
With your AI recruiter
- Every application is filed and structured on the day it arrives
- All files follow the same format, along the criteria you defined
- Interview slots are proposed and confirmed within hours
- Candidates always know where they stand in the process
- Rejections go out promptly and individually, only after your decision
Your AI recruiter is built with your company knowledge: your role profiles, your criteria, your tone of voice, your approval steps. It prepares and coordinates. The decision about a person always stays with your team.
- Applies the same written criteria to every applicant
- Ignores attributes protected under the AGG instead of inferring them
- Never sends an invitation or rejection without human approval
- Documents every step so decisions stay traceable later
Every HR team hires differently. What could your AI recruiter take over from day one?
Job Ad Drafting
Writes job ads from your role profile in your tone, and checks the wording for discriminatory phrasing.
Multi-Channel Posting
Publishes approved ads to your careers page, StepStone, Indeed, and LinkedIn, and keeps them in sync.
Application Intake
Collects applications from Outlook, job portals, and your careers page, and files each one completely.
File Structuring
Puts every application into the same comparable format so your team can compare like with like.
Criteria Check
Checks the hard criteria you defined: qualification, licence, availability. It flags openly where it is unsure.
Missing Documents
Asks candidates for missing certificates or references and completes the file before the interview.
Interview Scheduling
Finds slots across several Outlook calendars, sends invitations, and handles rescheduling without ping-pong.
Candidate Communication
Answers questions about the role and the process within hours instead of days.
Status Updates
Keeps candidates informed about where they stand, so nobody waits in silence.
Rejection Drafts
Prepares considerate, individual rejections after your team has made the decision.
Talent Pool Care
Keeps in touch with strong candidates from earlier processes and flags them when a fitting role opens.
Process Documentation
Documents every step and every criterion applied, so decisions stay traceable later.
And many more. We build AI employees for whatever your HR team needs.
Frequently asked questions
Everything you need to know about your AI recruiter.
It handles the recruiting routine: drafting job ads and posting them to your channels, reading incoming applications and structuring them into a comparable format, answering candidate questions, coordinating interview slots between hiring managers and applicants, and preparing considerate rejections. That cuts the coordination effort per open role by around 70%. Your team decides who gets invited and who gets hired. The AI employee only prepares the ground.
No. Every decision about a person stays with a human, which is what the AGG and the EU AI Act require. The AI recruiter structures applications along the criteria you defined for the role: qualifications, certificates, availability, notice period. It shows what it found and where it is unsure. It never scores personality, never ranks or screens out candidates by itself, and never sends a rejection that nobody approved.
The AI recruiter works with criteria you set in writing, applies the same criteria to every applicant, and documents what it checked. Attributes protected under the AGG, such as age, origin, gender, religion, disability, and sexual identity, stay out of scope and are not inferred from photos or names. Job ads are checked for discriminatory wording before they go out. Because every step is logged, you can show later what a decision was based on.
Applicant data stays inside your existing applicant tracking system, for example Personio, and your systems of record. Nothing is copied into a separate shadow database. The AI recruiter works with the retention periods you have defined, flags files that are due for deletion, and only accesses what a given task requires. Access rights match the ones your recruiting team already has.
First workflows typically go live within two weeks. We start with the highest-volume routine, usually application intake and interview coordination, because that is where most of the manual work sits. Job ad drafting, candidate communication, and rejection drafts follow step by step. You do not have to switch systems: the AI recruiter works in Outlook, your calendar, and your applicant tracking system, exactly where your team already works.
A fraction of a full-time hire. In Germany, the fully loaded cost of a recruiter role runs roughly 50,000 to 70,000 € per year, and an agency placement typically costs 20 to 30% of the annual salary. The AI recruiter is priced per use case and costs a fraction of a full-time role. It scales with the number of open roles instead of headcount, so you only expand what saves your HR team time.