Auto Recruitment runs talent acquisition end to end. AI Employees source and screen candidates, coordinate interviews, shortlist against criteria, and manage offers. Recruiters stop chasing calendars and screening resumes and start governing the pipeline and closing candidates.
Legacy recruiting software stores candidates and stages, then waits for a recruiter to source, screen, schedule, and follow up. Auto Recruitment runs the pipeline and escalates only the human decisions.
Auto Recruitment decomposes hiring into the components a talent team actually runs, each executed by governed AI Employees against a living talent graph.
Sources and matches candidates against the requirement across boards, networks, and the talent pool.
Re-engages silver-medalists and prior applicants who fit the role before spending on new sourcing.
Drafts consistent, inclusive job descriptions from the requisition and role family.
Runs personalized outreach and keeps candidates warm under policy.
Screens every applicant against defined criteria consistently, ending the top-of-funnel bottleneck.
Runs structured pre-screen conversations and captures responses against the scorecard.
Ranks and shortlists candidates against the criteria with the evidence attached.
Applies the defined, auditable criteria consistently so screening stays fair and defensible.
Schedules and reschedules interviews across panels and calendars automatically.
Prepares interviewers with the candidate summary, scorecard, and questions.
Generates offers under approval policy and manages acceptance and negotiation.
Hands the accepted candidate to onboarding with the record complete.
Talent authors screening, approval, and communication rules in plain language; they take effect deterministically.
Routes requisition approvals through the delegation-of-authority matrix with evidence.
Edge cases arrive in the Auto Workbench with the candidate context and applied criteria for one decision.
Every decision is time-stamped and queryable for hiring compliance and audit.
Each is a hiring operation the Auto owns end to end, with recruiters on the loop for oversight and in the loop on final selection and offers.
Candidates are sourced and matched against the requirement across channels, continuously.
SourcePrior applicants and silver-medalists who fit are re-engaged before new sourcing spend.
SourceEvery applicant is screened against defined criteria consistently, ending the funnel bottleneck.
ScreenStructured pre-screen conversations run and responses are captured against the scorecard.
ScreenInterviews are scheduled and rescheduled across panels and calendars automatically.
InterviewOffers are generated under approval policy and acceptance and negotiation are managed.
InterviewEvery candidate gets timely, personalized follow-up so fewer go dark.
SourceA defensible, consistent record of every decision is kept for compliance and audit.
GovernEvery cycle runs through the four parts of an Auto. Auto Policies set the boundary, AI Employees act, humans resolve exceptions in the Auto Workbench, and each resolution deepens the Auto Graph. The operation compounds with every cycle.
Multi-agentic talent workers source, screen, schedule, and manage offers across the ATS and calendar systems, escalating final selection and offers.
Screening criteria, approval limits, and communication rules are authored in plain language and enforced deterministically.
Edge cases and selections arrive with candidate context and the applied criteria. The recruiter decides once; the resolution trains the next pipeline.
Candidates, roles, criteria, and prior hires become a living per-tenant graph that sharpens matching and screening every cycle.
Supervity AI Employees run sourcing, screening, and interview coordination across high-volume hiring, screening every applicant consistently and keeping candidates warm. Recruiters move from administrative work to governing the pipeline and closing candidates.
Auto Recruitment is deployed against a committed path to AI-first operations. Supervity keeps working at no additional cost until the milestone is reached.
Milestones are scoped per deal during FDE baseline scoping and subject to commercial agreement. The remedy is extended engagement at no additional cost, not a refund.
See Auto Recruitment run your pipeline against your own roles and criteria in an FDE baseline scoping session.
