An AI team for a recruitment agency reads every CV that arrives, scores it against the job spec, and hands the consultant a ranked shortlist with the evidence attached. It chases candidates for missing details, books the interviews, updates the ATS and runs the monthly contractor invoicing. Reading four hundred CVs and explaining each score is what an intelligent agent does well, with the hire decision still sitting with your recruiter.See [the service page for this trade](/services/intelligent-agents).\n\n## Recruitment and Staffing
Reads every CV that arrives and hands consultants a ranked shortlist.
Four hundred CVs arrive for one role. Forty get read, and the good one is in the other three hundred and sixty.
Reads every CV against the spec, ranks them, and shows the evidence behind each score so a consultant can argue with it in seconds.
Chases missing details, books interviews around the client diary, tells the rejected candidates, and writes it all back to the ATS.
Builds the client submission pack from the CV and the notes, and runs the monthly contractor timesheet and invoice round.
It ranks, it does not reject. Borderline CVs land in a middle band with the uncertainty visible, and the final call is always a recruiter's.
Scoring runs on the stated requirements of the role, and the evidence behind every score is shown. You audit the criteria against your own compliance rules before it goes live.
If your ATS has an export or an API, yes. If it does not, CVs come in from email and WhatsApp and the shortlist goes back the same way.
CVs processed, how often the shortlist matched what your recruiters chose, time to shortlist, and candidate response rates.
It is one monthly retainer for the AI team, not an enterprise project and not a charge per CV. Three month minimum, first month risk-reduced, and a 30-day proof window.
About ten days from signed contract. Screening starts on one role type you fill often, then widens once the ranking matches your recruiters.
No. We build it, host it and run it on our own cloud. You need a recruiter who can explain why one CV beats another. No technical staff.
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