Industries · People & Legal
Hiring lives or dies on speed, and most of the delay is admin. Screening CVs by hand, chasing candidates for availability, rewriting the same briefs, running interviews with no shared scorecard, then rebuilding an onboarding checklist for every hire. Every hour spent on coordination is an hour a good candidate is drifting toward another offer. We build the automation that handles sourcing, screening, scheduling, evaluation and onboarding, so a small talent team can fill more roles without dropping the ball or the candidate.
Problems we solve
Reading hundreds of applications by hand, then hunting for passive candidates across job boards and LinkedIn, burns days for every role. Automated screening and sourcing surface the shortlist while the req is still fresh.
Trading emails to find a slot that works for the candidate, the hiring manager and the panel eats the momentum out of a process. Automated scheduling books the interview in one step, around real availability.
Strong applicants lose interest when replies take days and updates never come. Automated follow-ups and status nudges keep every candidate warm without your team writing each message by hand.
When every interviewer scores differently and briefs are written from scratch, hiring decisions get subjective and slow. Standardised briefs and scorecards make comparisons fair and defensible.
Offer letters, document collection, account setup and first-week checklists rebuilt for every hire pull your team away from the next role. Onboarding automation runs the whole sequence in the background.
What we build
Bespoke modules, wired into the job boards, calendars and HR tools you already run. Take the whole platform or the one piece that is hurting most.
Sourcing & screening
We connect your job boards, careers page and sourcing channels into one intake, then screen every application against the criteria that actually matter for the role. Passive candidates get surfaced too, so the shortlist is ready while the req is still fresh. Your recruiters spend their time on people, not on reading.
Interview scheduling
The system reads the candidate's availability against every panel member's calendar and books the slot in one step, with reminders and reschedules handled automatically. No chasing, no double bookings, no momentum lost between an application and a conversation.
Evaluation & onboarding
Standardised briefs and scorecards give every interviewer the same questions and the same rubric, so decisions are consistent and easy to compare. When an offer lands, onboarding runs itself, from document collection and account setup to the first-week checklist, so new hires start ready instead of waiting.
Every applicant, note, stage and touchpoint in one place, so no one goes cold and nothing falls through the cracks.
Time to hire, pipeline health and source performance on current data, ready for your next hiring review.
Job posts, offer letters and candidate emails generated on brand, so every touch looks like your company.
Challenges we solve
Screening, scheduling and follow-ups that used to take days run in the background, so you reach strong candidates while they are still interested and get to an offer first.
Standardised briefs and scorecards mean every candidate is judged on the same rubric, so decisions are consistent, comparable and easy to stand behind.
Sourcing, coordination and onboarding that used to need a bigger talent team run on workflows instead, so more open roles does not mean more recruiters.
Our process
We map your hiring flow, your stack and where the days and candidates are leaking. No charge, no obligation.
A clear build plan in plain language, a realistic timeline and one fixed, project-based quote.
We build with AI and wire it into your job boards, calendars and HR tools. Real progress in days, not status reports in weeks.
It goes live, we keep it running, and we extend it as your hiring grows. You own everything we build.
Proof
"They built the whole platform and admin system for our community, and it went live faster than anything we thought possible. We run the entire operation from one place now."
"The AI trade analysis and admin CRM they shipped changed how the whole product works. Fast, sharp, and genuinely ours, and our users have now logged over 1 million trades on it."
"They built our accounting CRM exactly around how our team works and delivered it far faster than we expected, with the level of design detail we are particular about. Our whole finance team now runs on one source of truth, with instant reporting that has saved thousands of hours."
Questions & answers
Still unsure? The free audit answers the rest.
Yes. We integrate with the applicant tracking system, job boards, careers page and calendars you already run, so you keep your existing setup and gain the automation layer on top of it. If you do not have an ATS yet, we can build a candidate CRM that fits how you actually hire.
It is designed to reduce it. We screen against the job-related criteria you define, apply the same rubric to every applicant and keep a record of why each candidate was shortlisted, so decisions are consistent and reviewable. A human always makes the final call, and you can audit the logic at any point.
It reads the candidate's availability against every panel member's calendar, finds a slot that works for everyone and books it in one step, with reminders and reschedules handled automatically. No email threads, no double bookings.
Usually sourcing and screening, interview scheduling, a candidate CRM or ATS, standardised briefs and scorecards, and onboarding automation, with branded job posts and candidate emails on top. We scope it on the discovery call, and you can take the whole system or a single module.
Most builds go live in days rather than weeks or months. Building with AI removes most of the coordination overhead, so a small, focused team ships what used to take a room full of people.
Book a free audit and we will map exactly where your hiring is losing time and candidates, then hand you the plan to fix it.
Book a free audit