FROM JOB AD TO INTERVIEW
AI recruiting: faster to the right candidates
Good candidates are gone within days. AI recruiting keeps your vacancies visible, answers applicant questions immediately and gets interviews booked before someone else gets in touch.
What's included
Applications and employer presence belong together — we work on both.
Automating the application process
The AI handles the posting, answers questions via WhatsApp and chat, pre-qualifies candidates and books interviews straight into the calendar.
Employer branding
So that people apply in the first place: positioning as an employer, honest storytelling and job content that speaks to the candidates who actually fit.
Why vacancies stay open
Responses come too late
Reply after a week and you're talking to candidates who have already accepted elsewhere.
Questions go unanswered
Questions about shifts, pay or start date decide whether someone applies — unanswered, the candidate moves on.
HR spends its time scheduling
A large share of the effort goes into back-and-forth about interview slots rather than into selection.
Nobody knows why they should apply
Without a recognisable employer profile you compete on salary alone.
How the recruiting runs
The assistant accompanies the candidate from first click to confirmed interview.
- 1
Posting and visibility
Job ads are placed where your target group actually spends time — social media included.
- 2
Answer immediately
Candidate questions are answered around the clock, by WhatsApp or chat, in the candidate's language.
- 3
Pre-qualify
Mandatory criteria are clarified in conversation: qualification, availability, working hours. You only see profiles that fit.
- 4
Book the interview
The assistant offers free slots from your calendar and books directly — no email ping-pong.
Worth knowing
- A human always makes the selection decision. The AI pre-sorts; it does not reject.
- Non-discriminatory design is mandatory under German equal treatment law (AGG): criteria must be objective and job-related — we set them up accordingly.
- Transparency under the EU AI Act: applicants are told they are chatting with an AI system.
- Applicant data is especially sensitive: GDPR compliant, EU hosting, with deletion deadlines after the process ends.
Frequently asked questions about AI recruiting
Does the AI decide who gets invited?
No. It clarifies mandatory criteria and prepares the profiles. Your team selects — legally, an automated rejection should not happen without human review.
Is this compatible with anti-discrimination law?
Only if the criteria are objective and job-related. We set the process up that way and document what is asked. For a binding employment-law assessment, involve your lawyer.
Do applicants know they're chatting with an AI?
Yes — it's required by the EU AI Act and built in.
Does this work for blue-collar roles?
Especially there. For shift work and apprenticeships, whoever replies first often wins — and many applicants prefer WhatsApp to email.
What happens to applicant data?
It is deleted after the agreed retention period. Adding someone to a talent pool requires their consent.
Do we need an applicant tracking system?
Not necessarily. Applications run in the shared inbox with status and history. An existing system can be connected if it offers an interface.
Fill open roles faster
In a free strategy call we look at your current application process and show where candidates drop out.
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