AxiaForce
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Solutions · RecruitingLive

More time with qualified candidates.

Your recruiters spend less time on admin and more with the right people. Your ATS stays exactly where it is.

Talia — Recruiting AgentMeet TaliaRecruiting Agent

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Live dashboard

axiaforce · recruiting workforce · liveoperating
Job detail: funnel for one role, criteria, source effectiveness and the agent's recommendation

Live product screen · illustrative workspace data

Two agents, one workflow

Hiring moves forward while your day stays clear.

Talia screens and shortlists. Sophie turns the interviews into a calendar that works and keeps your inbox under control.

Talia — Recruiting Agent
Talia
Recruiting Agent
  • Screens resumes against the role
  • Builds the shortlist
  • Proposes interview times
More about Talia
Sophie — Executive Assistant
Sophie
Executive Assistant
  • Triages your inbox
  • Clears and protects your calendar
  • Prepares your briefing
More about Sophie
How an interview gets booked
  1. 1Talia shortlists and proposes times
  2. 2Sophie checks them against your real calendar
  3. 3The interview lands on your calendar with a briefing

The work it takes off your plate

Operating

  1. ATS search
    ← Rediscover · 8 from your ATS
  2. 35 candidates evaluated
    Score
  3. 11 qualified
    Outreach
    ← Follow-up · 11 touches sent
  4. 11 contacted
    Reply
    ← Assessments · 4 completed
  5. 4 replies handled
    Recruiter meeting
  6. Recruiter meetings18
Measured on
Qualified candidatesPositive repliesRecruiter meetingsRecruiter hours returnedTime to first qualified candidate
Works with
Zoho RecruitGreenhouseLeverBullhornAshbyOutlook / M365

Your day

A lighter day, hour by hour.

The same day, with and without an AI employee picking up the routine.

  • 07:30
    With AxiaForce
    140 ATS profiles scored against the new Senior Controller role; 11 shortlisted with reasons, 4 rediscovered from last year.
    Result
    Recruiters open a reasoned shortlist instead of a blank queue.
  • 08:15
    Today
    Recruiter reviews profiles one by one; 45 minutes to a shortlist of 6.
    With AxiaForce
    Queue: 11 shortlisted, each with a fit summary and a drafted note. Approves 9, edits 2. Nine minutes.
    Result
    36 minutes back, and 5 more candidates actually considered.
  • 09:00
    Today
    Outreach to the 6 — when there’s time between calls.
    With AxiaForce
    Approved notes sent from the recruiter’s inbox; ATS stage → Contacted; follow-ups scheduled.
    Result
    No candidate waits on a gap in the recruiter’s calendar.
Show the full day
  • 11:20
    Today
    A candidate asks for the range. Recruiter answers after lunch.
    With AxiaForce
    Reply routed with the band pre-filled (compensation is gated); approved and sent in 3 minutes.
    Result
    A same-day question doesn’t cool into a lost candidate.
  • 14:00
    Today
    Interview scheduling: four emails each way with the hiring manager.
    With AxiaForce
    Two overlaps found, proposed, confirmed Thu 10:30; invites out, ATS updated, assessment assigned.
    Result
    One short approval instead of an email chain.
  • 17:30
    Today
    Three warm candidates from last quarter still un-contacted.
    With AxiaForce
    Surfaced at 07:30; two already in conversation. Weekly report: 18 recruiter meetings, 11 candidates advanced.
    Result
    Candidates you already paid for don’t go cold twice.

Better together

It takes the routine. You keep what matters.

It handles
  • Scoring and shortlisting against your criteria, with reasons you can read and correct
  • Rediscovering warm and silver-medal candidates already in your ATS
  • Personalised outreach in each recruiter’s voice, with follow-up cadence
  • Reply handling, assessment coordination, scheduling and ATS stage updates
You keep
  • Approving first contact, compensation answers and anything authority reserves
  • The screening call, the pitch, the close — the relationship
  • Defining role criteria in plain language
  • LinkedIn activity — recruiter seat, recruiter’s hands

Campaigns

Keep candidates engaged.

Timely, job-specific outreach, with each candidate moving at their own pace.

Tied to the job

Outreach is linked to the specific role and candidate, not a generic blast.

Recruiter approves first contact

A reminder to approve a message is never the same as a message already sent to a candidate.

Paces itself, per candidate

A reply pauses that candidate’s sequence; other open roles stay coordinated so nobody’s contacted twice.

Illustrative automated campaign journey, shown with example data.

Getting started · Pilot

Start small. Grow with confidence.

Your AI employee runs under your watch before it runs on its own.

  1. Step 1

    Subscribe. We email you your AxiaForce quote, with a private, secure link to set up your subscription.

  2. Step 2

    We set up your workspace.

  3. Step 3

    Sign in and meet your AI employee.

  4. Step 4

    Connect your tools.

  5. Step 5

    Choose how much it can do, then give it its first job.

Timeframes are illustrative. Actual setup depends on your systems and scope.

Ready to start? See plans & pricing.

What to expect

Targets to hold us to.

Illustrative figures from the ROI model, not guarantees. Results vary by customer — adjust them on the calculator.

Overnight
Shortlist turnaround

A reasoned shortlist before the morning stand-up, not after a day of screening.

95%+
Follow-up completion

Every planned touch to a candidate actually goes out.

+30–40%
Recruiter meetings

Default model lift; editable on the calculator.

Fit

A good fit if…

  • You want to grow without adding headcount just to keep up
  • You run 3+ recruiters against an ATS such as Zoho Recruit, Greenhouse, Lever, Bullhorn or Ashby
  • Screening, outreach and scheduling eat the hours you’d rather spend on calls
  • Your database has warm candidates nobody has time to re-engage

Straight answers

The questions we get first.

Will candidates know it’s AI?

Messages go from the recruiter’s own inbox, in their voice, and the recruiter approves first contact. The AI drafts, the recruiter sends — and you open the dial toward autonomous sending on your timeline, never ours.

How does it judge fit?

Against criteria you write in plain language, with a reasoned summary per candidate. You can see why it shortlisted someone and correct it — the correction becomes a pattern.

What about candidate data and compliance?

Data stays in your ATS and your isolated AxiaForce tenant. Customer Data is not used to train generalized models for unrelated use unless you authorize it. Every access and action is in the evidence record.

Does it automate LinkedIn?

Not by default — LinkedIn stays a recruiter-seat activity, and the AI employee prepares what the recruiter sends there. An optional integration can connect LinkedIn Recruiter data and InMail into the same ATS-driven loop where your LinkedIn access allows it — ask us about enabling it.

Live product viewWatch this AI employee’s dashboard with the numbers moving.See it live

See it on your own work.

Bring a real role or team to the demo and see it in action.

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