Features
A job workspace that handles the repetitive screening work.
Automated Recruiter helps anyone hiring move from messy job context to a focused applicant review process: intake, job setup, applicant collection, keyword and location filtering, custom scoring, assessment emails, and better first-call questions.
Job intake agent
Start with whatever job context you already have.
Notes from a hiring-manager meeting. A generated job description. A transcript from a call or video meeting. Resumes from people who previously succeeded in the role. Or just a short conversation with the agent.
The intake agent asks a few focused clarification questions, then creates a job workspace built around that hiring need.
What it creates for each job
Professional job description
A polished posting you can use to attract the right applicants.
Applicant collection
A job-specific application address you can post anywhere so applicants flow into one list.
Custom filters
Keyword and location rules that remove obvious mismatches before scoring.
Scoring setup
A 100-point rubric, score levels, and screening-question logic for the role.
Filtering before review
Spend less time on applicants who clearly do not fit.
Automated Recruiter runs keyword and location filters before rubric scoring, so you spend less time on applicants who clearly do not match the role.
Keyword filters are intentionally high level: they catch obvious mismatches, like an auto mechanic applying to a mechanical engineer role, before deeper assessment work begins.
These filters are designed to protect both your time and your budget by keeping obvious mismatches from moving into deeper assessment.
Onsite and hybrid radius rules
Use radius searches across many ZIP codes or office locations when a role depends on commute distance.
Remote country and state rules
Limit remote applicants to specific countries, states, provinces, or combinations of each.
Timezone-aware searches
For example, allow Canada or the United States while limiting applicants to Pacific or Mountain time zones.
Offshore and international searches
Include multiple target countries or exclude your home country when the role is intentionally offshore.
Custom rubric assessment
Score qualified applicants against what each job actually needs.
Once applicants pass keyword and location filtering, they are assessed against a custom 100-point rubric built for that job and hiring need. The assessment explains fit, gaps, risks, and work-history signals that help you decide who is worth speaking to.
Score levels
70-84 is a Good Fit. 85+ is an Excellent Fit. You choose which score levels should trigger notification.
Risk signals
The assessment can call out missing experience, employment gaps, multiple short stints, and other signals worth probing.
Condensed rubric example
Quality Control Technician
Inspection and metrology depth
28/30
Strong evidence using calipers, micrometers, CMM checks, and inspection documentation.
GD&T and drawing interpretation
18/20
Resume shows tolerance checks and reading mechanical drawings in production environments.
Reliability and work history
14/15
Stable tenure with no obvious employment gaps or repeated short stints.
Assessment email
When someone meets your desired score level, you receive an email that specifies the job they applied to and includes their name, contact details, attached resume, score, tier, fit notes, risks, and screening questions. Alerts are typically sent within about a minute after the applicant is received and assessed.
Screening questions
Ask stronger first-call questions, even outside your skill set.
For applicants who meet your desired score, Automated Recruiter generates questions specific to the person and the job, along with hints that help you recognize a strong answer.
That gives you more confidence before you interview someone yourself or present them to a hiring manager.
Condensed example
Quality Control Technician
Screening question
Can you walk me through how you verified part measurements and what tools you used?
What a strong answer should include
Specific metrology tools, how tolerances were checked, how drawings were interpreted, and what happened when parts were out of spec.
Workspace and metrics
Stay organized after applicants start arriving.
The web app keeps each role organized so you can see open jobs, open or close jobs in real time, review every applicant and resume, and decide what to do when an applicant's location cannot be verified automatically.
Job-level visibility
All
Applicants and resumes for each job
Score
Visible once an applicant is assessed
Review
Unverified locations before assessment or rejection
Metrics
Applicant totals and funnel outcomes
Want to see the rubric in action?
Use cases show how the same workflow applies across industries, including passing and near-miss examples. After that, Pricing shows how plans are built around assessed applicants instead of inbox volume.