The recruiting pilot
A six-week engagement on one hiring workflow — resume screening and structured interview evaluation for a role family you choose — run alongside your current process so you can compare results before deciding anything. Your recruiters review every agent output; we measure time, consistency and reviewer agreement; you get an acceptance report and a decision.
What happens in six weeks
Week 1 — Scope
Choose the role family, confirm data sources and volumes, agree the rubric and the acceptance checklist, sign the data processing agreement, connect or export from your ATS. Reviewers are named.
Weeks 2–5 — Run in parallel
Every new application is processed by the agents and by your current process. Reviewers see structured profiles and evaluations with cited evidence and confirm, correct or reject them. We log reviewer agreement and time per step each week.
Week 6 — Decide
You receive the acceptance report: accuracy against your reviewers, time saved per application, where the agents were wrong and why, compliance records produced, and a cost comparison. You choose to expand, adjust or stop.
What you have at the end
- A structured candidate profile for every application in scope, with source passages cited.
- Rubric-based interview evaluations for every interview in scope, each confirmed or corrected by a named reviewer.
- A weekly measurement log: reviewer agreement rate, corrections by type, minutes per application, time-to-shortlist.
- An audit trail suitable for candidate-notice and bias-audit requirements in your jurisdictions.
- The acceptance report and a recommendation — including "do not expand" when that is the honest answer.
Agreed in week one, not after
Typical criteria a customer sets: reviewer agreement with agent evaluations above an agreed threshold on a held-out sample; no candidate advanced or rejected without a human action (verified from the log); time per application reduced against the parallel baseline; zero data outside the agreed tenant and retention schedule.
We do not quote expected savings before a pilot. Any percentage we publish afterwards is specific to that customer, approved by them, and accompanied by the method used to measure it.
Good fit, poor fit
Good fit
Recruiting teams handling 50 or more applications a month for a role family, with interviews already noted or recorded, and a willingness to run a parallel process for a month.
Poor fit
Teams wanting fully automatic screening without human review; organisations without the capacity to name reviewers; roles with fewer than a dozen applications in the pilot window.
Pilot questions
How long is a pilot?+
Six weeks: one week of scoping, four weeks running the workflow alongside your current process, one week for the acceptance report and decision.
What do we need to provide?+
A role family with current or recent openings, the resumes or ATS export for it, the job descriptions, your interview notes or transcripts, and two to four recruiters or hiring managers who will act as reviewers.
What does it cost?+
Pilots are quoted individually based on volume, number of jurisdictions and integrations. We send a written quote after the scoping call; there is no self-serve price and no obligation to continue after the pilot.
Can candidates tell AI is involved?+
If your jurisdiction requires candidate notice — New York City does, for example — we provide notice language and the audit records to support it. We recommend telling candidates regardless.
What happens to our data afterwards?+
Pilot data is deleted or returned at the end of the engagement according to the data processing agreement signed in week one, unless you continue to a subscription.