Recruitment process automation, built for your hiring flow
Screening CVs, chasing interview slots and updating candidates eats the hours your team should spend talking to people. We build private automation tools that handle the process around the hiring — run from your own dashboard, connected to the ATS and calendars you already use.
What we automate for recruitment teams
Candidate screening
Incoming CVs and applications parsed, scored against your role criteria and ranked — with a short reason for every score, so recruiters start from a shortlist, not a pile.
Profile enrichment
Candidate records enriched from public sources like LinkedIn: current role, tenure, skills and links attached to the profile automatically, so your team stops copy-pasting between tabs.
Interview scheduling
Availability matched across candidates and interviewers, invites sent, reminders chased and reschedules handled — with the calendar invites and video links created for you.
Pipeline updates & follow-ups
Status changes, rejection emails and next-step follow-ups sent on your rules, in your tone, with your approval — no candidate left wondering where they stand.
What you get back
In your hiring pipeline
- Ranked candidate shortlists with a reason for every score
- Enriched profiles with role, skills and links attached
- Interviews booked with invites and links created
- Follow-up and rejection emails drafted for approval
- Every action logged against the candidate for your records
What you provide
- Your role criteria and screening rules
- Your email templates and tone for candidate messages
- Access to your ATS (or a spreadsheet target)
- Your approval steps — who reviews what before it sends
Built for candidate privacy
Recruitment means holding personal data, so every WorkFlowBot build is isolated per customer: CVs, candidate records and messages live in your tenant only, protected by row-level security, and access is limited to your own users. No other customer ever touches your data, and a problem on one tenant never reaches the rest.
Recruitment automation questions
What recruitment workflows can be automated?
CV parsing and candidate screening, profile enrichment from public sources like LinkedIn, interview scheduling and rescheduling, candidate status updates, rejection and follow-up emails, and pipeline reporting. Anything repetitive that moves candidate information between people and systems is a candidate.
How does candidate screening work?
You define the criteria per role — required skills, experience level, location, salary band. Incoming applications are parsed, scored against those criteria and ranked, with a short summary of why each candidate matched or didn't. Your recruiters review the shortlist instead of the pile.
Does it integrate with our ATS?
If it has an API, we can almost certainly connect to it — Greenhouse, Lever, Workable, Breezy, or a shared spreadsheet. New candidates, status changes and interview notes land where your team already works.
How is candidate data handled?
Each customer's candidates and records are isolated using row-level security, and access is limited to your own users. CVs and personal data are stored against your account only, never shared across tenants — which matters when you're holding applicant data under GDPR or similar rules.
Does automation make the hiring decision?
No. Automation handles the screening, scheduling and chasing around the decision. A person still reviews shortlisted candidates and makes every hiring call — the tool just makes sure the right profiles are in front of the right recruiter with the context attached.
Get recruitment automation built for your hiring flow
Tell us the process eating your team's week. We scope it, build it against your real roles and templates, and hand it over as a tool in your dashboard.