- Complexity: Standard
- Deployment: Platform-native
The problem
Recruiting is a chain of manual steps: sourcing across fragmented platforms, screening resumes, writing outreach, scheduling across calendars and running first assessments. In high-volume periods the team falls behind and candidates wait, and slow response loses good applicants.
- Sourcing across several platforms is slow and inconsistent
- Resume screening consumes most of a recruiter's day
- Scheduling interviews across calendars takes rounds of back-and-forth
- Candidates drop out while they wait for a reply
The solution
A recruiting workflow sources and screens candidates against the job criteria, handles outreach and scheduling, and hands recruiters a qualified shortlist.
- Searches sources such as LinkedIn and GitHub for candidates who match the role
- Parses resumes and applications and scores them against the job criteria
- Asks knockout questions and produces a shortlist with reasons
- Sends personalized outreach based on each candidate's background
- Coordinates interview times across candidate and recruiter calendars and handles reschedules
Where people stay in control
- A recruiter makes the final hiring decision on every candidate
- Culture fit and soft skills stay with the recruiter
- Teams start with screening, then add scheduling and assessments once the shortlists prove reliable
Systems and data
The workflow searches professional platforms, reads applications from the applicant tracking system, and uses email, messaging and calendar systems for outreach and scheduling. Candidate data stays in the ATS of record.
- GitHub
Results
- Time to shortlist cut from days to hours in the documented deployments
- Time spent on initial screening reduced by more than 60 percent
- Application completion rose from 50 to 85 percent in one seasonal hiring scenario
Why platform-native
Screening and scheduling follow defined criteria, and every hiring decision stays with a recruiter. It runs well platform-native, directly on the model platform with Altivus providing monitoring and governance.
Frequently asked questions
Does AI make hiring decisions?
No. It sources, screens and schedules. The recruiter makes the final decision on every candidate.
What parts of recruiting can AI automate?
Sourcing, resume screening, first-round questions, personalized outreach and interview scheduling. Culture fit and final decisions stay with people.
How much time does it save?
In the documented deployments, time spent on initial screening fell by more than 60 percent, and shortlists arrived in hours instead of days.