Hiring coordination and candidate screening portal

Reduce tool sprawl and manual coordination while keeping hiring decisions with the employer. For recruiting teams and hiring managers handling screening, interviewing and candidate management, convert job requirements, resumes, interview notes and hiring rules into reviewer-approved candidate shortlists and interview records. The benefit is a testable hypothesis, measured through time from application to shortlist and reviewer corrections per candidate; do not assume that AI output alone produces business value.

Confirm the buyer's problem and scope, collect job requirements, resumes, interview notes and hiring rules, then follow this sequence: 1. Track candidates from application to hire with status updates and notes. 2. Parse resumes and extract candidate information. 3. Rank or filter candidates by fit to job requirements. 4. Run AI screening interviews with generated questions and grading. 5. Provide interview simulations with generated questions and feedback. 6. Send automated candidate emails. 7. Post job openings across multiple channels. 8. Generate job descriptions from role requirements. 9. Give real-time feedback as users write or interview. 10. Check grammar, spelling and style. 11. Coordinate hiring-team feedback and decisions. 12. Show dashboards and reports on recruitment metrics. 13. Organize, assign and track tasks with deadlines. 14. Set automation rules to reduce manual work. 15. Support team chat and messaging. 16. Store and share documents and media securely. 17. Capture interview insights with AI note-taking and analytics. 18. Run background checks and manage references. Resolve uncertain cases with qualified reviewers, approve reviewer-approved candidate shortlists and interview records, and measure time from application to shortlist and reviewer corrections per candidate against a documented baseline.

How the AI works

Use AI to interpret permitted inputs, suggest structured mappings and generate candidate rankings, screening questions and draft communications for the stated task modules. Use deterministic code for arithmetic, schema validation, hard constraints and reproducible tests. Review source-linked explanations and uncertainty before accepting results. One hiring workflow and one approved question set; final hiring decisions and adverse-action checks remain human. A model suggestion is never a verified fact, professional decision or authorization to act.

Safeguards

Preserve candidate privacy, source attribution, screening accuracy and usage permissions. Employers approve substantive changes and hiring scope. One hiring workflow and one approved question set; final hiring decisions and adverse-action checks remain human. Keep all consequential actions under authorized human control and do not fabricate missing inputs, permissions, professional judgments or market evidence.

What to build first

Pilot scope: One hiring workflow and one approved question set; final hiring decisions and adverse-action checks remain human. Implement one approved input format, a bounded representative case set and the first two task modules: track candidates from application to hire with status updates and notes; parse resumes and extract candidate information. Support the third module with operator review: rank or filter candidates by fit to job requirements. Include source references, corrections, basic organization access, approval states, export and value measurement. Use managed operator assistance for unresolved exceptions. The cost estimate covers this narrow prototype, not unrestricted multi-tenant scale, complex production integrations, specialist certification or physical operations.

What it can connect to

Employer-owned job boards, email systems and HRIS records. Cloud document storage, calendar and messaging destinations. Start with file exchange and validate destination specifications before promising direct publishing. Start with authorized file exchange. Validate current provider access, usage rights and schema behavior before promising a connector.

The screens in detail

Primary screens: Role and requirements setup, Candidate pipeline, Interview and review workspace. Use a pipeline board for candidates, a central candidate record with resume, screening answers and notes, and a right-hand panel for team comments, tasks and decisions. Let users compare candidates side by side. Display applied, screening, interview, offer and rejected states. Provide a hiring-manager review link with comments anchored to the relevant candidate record. Make the task-specific outcome reviewer-approved candidate shortlists and interview records visible beside its evidence, review state and value baseline.