The AI tooling sold to recruiting teams today is mostly faster noise running on top of a function that was never structured to begin with. Buying the model does not fix that. Standing up the operating layer first does.
Twelve years of methodology, three sourcing engines on every search, the 22-point playbook, dual-rubric scoring. The work already produces results without AI. The AI layer accelerates the parts that earn the lift.
You can buy the model. You can license the seat. The work is everything that sits underneath. The playbook, the rubric, the calibration loop, the human review gate. Without that, the AI just produces faster noise at higher cost.
The recruiting function works first. The methodology has been refined over twelve years. The AI layer accelerates the parts of the work that earn the lift, and only those parts.
There is no out-of-the-box recruiting AI that works. The agents, the rubrics, the data model, the integrations, and the human review points are scoped to your function, your roles, and the regulations you operate under. Off-the-shelf is a demo. A working install takes the engagement.
A guided calibration with the hiring manager that captures the role into a playbook, a scorecard, and a rubric before sourcing starts. The hiring lead leaves the call with the artifact in hand.
Three engines of outbound, scored against the calibrated rubric before a recruiter sees a name. Candidates surface ranked, deduplicated, and tagged to the channel that found them. Pipeline volume up. Recruiter time on bad fits down.
Status moves, scheduling, follow-ups, and stage gates all run from the same workflow. Dashboards update as the work happens. Nobody writes a Friday status report.
Dual rubrics for capability and behavior, blind submission, weighted scorecards. Evidence for each rubric line comes from the AI. The hiring decision stays human. The reasoning is logged for the audit trail.
Hiring AI sits in the highest-risk regulatory bucket. The install is built so the documentation, the audits, and the candidate-facing flows are already in place when the first search runs.
Recruiting AI is classified high-risk. The system is designed to meet the documentation, transparency, and human-oversight obligations from day one. The compliance posture is in place before the first search runs.
NYC Local Law 144, Illinois AI Video Interview Act, Maryland, Colorado, and the EEOC Title VII guidance. Bias audits, candidate disclosures, and the opt-out flows the regulations require, implemented end to end.
Data minimization, retention windows, and processor agreements scoped to the actual workflow. Resumes do not train foundation models. PII stays inside systems that can account for it.
Every adverse decision passes a human review. The audit trail captures who decided, when, and against which rubric. Defensible from day one. Documented. Auditable.
Six to twelve weeks for the build, scoped to your function. Most engagements continue with quarterly reviews after the hand-off. The system runs without us the day we leave.
Two weeks. We map the current recruiting function, the tools in seat, the compliance posture, and the workflows where AI would actually earn the lift. The output is an honest read and a tiered plan, scoped to your roles and team.
Architecture for the agents, the rubrics, the data model, the human-in-the-loop gates, and the audit layer. Calibrated to your interview loop, your ATS, and the regulations you operate under. Documented before code ships.
We build the environment to your design, configure the agents, integrate the ATS, and run the first live searches end to end. Your team works inside the system while we operate alongside them. The dashboard is live for the hiring committee from week one.
Recruiters and hiring leads run sessions on the playbook, the rubric, the agent interactions, and the compliance flow. When the team is operating on its own, we step back. Quarterly reviews stay in place if you want them.
The first calls that matter are strategic. They surface what the business needs to accomplish over the next four quarters and where the talent question actually sits. Fifteen minutes is enough to start. We come prepared.