Solutions · Recruiting
Give every recruiter an autonomous sourcing employee.
Not another ATS. Your ATS stays the system of record — AxiaForce is the AI employee working on top of it.
- Rediscovers the candidates you already paid for
- Sources new ones and scores them against your criteria
- Runs the loop through to a booked recruiter meeting
Candidates found, rediscovered, replied, booked — the funnel moving on top of your ATS.
The AI employee’s live dashboard
Candidates found, rediscovered, replied, booked — the funnel moving on top of your ATS.
Every number on the dashboard drills into screens like these — in the product.
Live product screen · illustrative workspace data · deeper screens are captures from the product
Work in motion · the loop this AI employee owns
Operating
AI voice calling — candidate outreach and inbound call handling, with the same approvals, evidence and scorecard
A working day
What changes, hour by hour.
The same day, with and without an AI employee picking up the work that doesn't need a person's judgment — only a person's time.
- 07:30—The AI employee has scored 140 ATS profiles against the new Senior Controller role and shortlisted 11, with reasons — 4 of them rediscovered from last year's searches.Recruiters open a reasoned shortlist instead of a blank queue.
- 08:15Recruiter reviews profiles one by one; 45 minutes to a shortlist of 6.Recruiter opens the queue: 11 shortlisted, each with a fit summary and a drafted note. Approves 9, edits 2. Nine minutes.36 minutes back, and 5 more candidates actually considered.
- 09:00Outreach to the 6 — when there's time between calls.Approved notes sent from the recruiter's inbox. ATS stage → Contacted. Follow-ups scheduled.No candidate waits on a gap in the recruiter's calendar.
- 11:20A candidate replies 'what's the range?' Recruiter answers after lunch.Reply routed to the recruiter with the band pre-filled (compensation is gated). Approved and sent in 3 minutes.A same-day question doesn't cool into a lost candidate.
- 14:00Interview scheduling: four emails each way with the hiring manager.Two calendar overlaps found, proposed, confirmed Thu 10:30. Invites out, ATS updated, language assessment assigned.One short approval instead of an email chain with the hiring manager.
- 17:30Three warm candidates from last quarter still un-contacted.Surfaced at 07:30; two are already in conversation. Weekly report: 18 recruiter meetings, $22 per meeting.Candidates you already paid for don't go cold a second time.
Division of labour
What the AI employee does. What your team keeps.
- Scoring and shortlisting candidates against role criteria, with reasons you can read and correct
- Rediscovering warm and silver-medal candidates already in your ATS
- Drafting personalised outreach in each recruiter's voice; sending from the recruiter's inbox with follow-up cadence
- Reply classification and safe answers; escalation with a suggested response
- Assessment assignment and results collection; interview scheduling across calendars; ATS stage updates
- Daily and weekly reports per role and per recruiter
- Approving first contact, compensation answers and anything authority reserves
- The screening call, the pitch, the close — the relationship
- Defining role criteria in plain language (and editing the AI employee's reasoning when it's off)
- Client management and priorities across roles
- LinkedIn activity — recruiter seat, recruiter's hands (an optional integration can bring LinkedIn Recruiter data and InMail into the same automated loop)
Speed to value
Connect. Configure. Deploy.
Days, not quarters. Common systems connect in a day; the AI employee runs monitored before it runs alone.
- Day 1
Connect the ATS, recruiter inboxes, calendars and assessment tools with the scopes you approve.
- Day 2
Configure role criteria, tone, compensation gates, KPIs and authority per action — using the brand voice, comp bands and job templates you share, so it runs inside guardrails built around your company.
- Day 3
Monitored run on one open role: shortlist with reasons lands in the queue.
- Days 4–5
Tune criteria and approvals; open the dial on follow-ups and scheduling.
- Week 1
Production on live roles; first weekly report with rediscovery share and cost per meeting.
Outcomes
The numbers we'd expect you to hold us to.
Illustrative targets from the ROI model defaults — every one is editable on the calculator and visible on the AI employee's scorecard from day one.
New roles have a reasoned shortlist before the morning stand-up, not after a day of screening.
Every planned touch to a candidate actually goes out — including the fourth one.
Default model lift from response time and follow-up completion. Editable on the calculator.
Fit
A good fit if…
- You're growing the business and want to scale operations and revenue while optimizing cost — not just adding headcount to keep up
- You run 3+ recruiters against an ATS (Zoho Recruit, Greenhouse, Lever, Bullhorn, Ashby or similar)
- Screening, outreach and scheduling eat the hours you'd rather spend on calls
- Your database has warm candidates nobody has time to re-engage
- Clients or candidates would notice if outreach sounded generic — so it can't
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. That's the trust-building pilot: the AI drafts, the recruiter sends. As confidence builds, you open the dial toward the AI sending on its own, 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. Nothing is used to train models. 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 themselves. An optional integration service can connect LinkedIn Recruiter data and InMail directly into the same ATS-driven loop for full automation where your LinkedIn access allows it — ask us about enabling it for your account.
Run the loop on one of your own.
Bring a live role or segment to the demo. You'll see the queue fill, approve a few items, and read the evidence behind every number.