About
Good hiring should not depend on whether you had time to review the 317th applicant.
Recruiters, candidates, and hiring managers all deserve a better process. Automated Recruiter helps recruiters apply the real hiring bar consistently at scale — so qualified people do not get buried, obvious non-fits do not consume your day, and candidates get a meaningful review.
Why
Hiring breaks when volume wins over judgment.
Too many applicants, incomplete information, and weak feedback loops. Most tools expect clean inputs or return generic summaries — not the messy reality of intake calls, shifting requirements, and high inbound volume.
Qualified people get buried
Strong applicants wait while recruiters work through resumes that never had a realistic shot.
The posted JD is not the bar
Public job descriptions rarely reflect who the hiring manager will actually interview.
Prep time disappears
Screening conversations suffer when obvious non-fits eat the hours meant for alignment and strong candidates.
Candidates deserve a real read
False hope and silence are both failures — every applicant should be reviewed against the role, not skimmed and forgotten.
How
Capture the real bar once. Apply it to every applicant.
We start with a narrow wedge: help recruiters screen inbound applicants against the hiring context they already have — intake notes, hiring manager conversations, must-haves, deal-breakers, tenure and location constraints — not a generic skill list from the posting.
The goal is not to replace your judgment. It is to make sure your judgment reaches applicant 317, not just the first fifty you had time to open.
How it works
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Capture hiring context
Paste notes, describe the role, or walk through intake — must-haves, deal-breakers, and manager nuance included.
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Filter noise, score the rest
Skills and location screening remove obvious mismatches; applicants who remain are AI scored against role-specific criteria.
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Surface who is worth a call
Prioritized applicants, fit notes, screening questions, and alerts when someone meets your threshold.
What
A job workspace that fits the workflow recruiters already run.
Automated Recruiter turns hiring context into a repeatable screening process per role — applicant prioritization, role-specific assessments, screening questions, and recruiter alerts when someone is worth a first call.
See everything the workspace includes →Role-specific scoring criteria
Built from who the hiring manager will actually interview — not just the public job description.
Screening before deep assessment
Skills screen and location match catch obvious mismatches before scoring spend adds up.
Assessments and screening questions
Fit notes, risk signals, and interview questions tailored to the person and the role.
Alerts when it matters
Email when a candidate scores above your threshold — so strong applicants do not go cold.
Founder
Built by a recruiter who lived this workflow.
Automated Recruiter was created by Justin Ellis, a Principal Recruiter with more than 10 years across defense, IT, engineering, software, cloud, cybersecurity, data, and AI/ML roles. Before recruiting, Justin served in the Marine Corps and worked as a systems and network administrator — experience that helps when the hiring bar is technical and resumes only tell part of the story.
He built applicant assessment workflows in his own practice because manual screening was eating time that should have gone to strong candidates. Automated Recruiter is that operational fix as a product: capture the bar once, filter the noise, and surface the people worth speaking to before they go cold.
What we believe
Candidates
Deserve a real read against the role — not silence or false hope.
Hiring managers
Deserve a short list built on the bar they actually set.
Recruiters
Deserve tools that respect messy intake, high volume, and shifting requirements.
See it on a role you are hiring for today.
Run the trial on real applicants. Capture the hiring bar once, filter the noise, and get scored assessments before you pick up the phone.