CV Screening to Interview Scheduling — Zero Manual Touchpoints

Agent monitors LinkedIn applications, JobStreet, email inbox, and website career page. CVs in any format (PDF, DOCX, plain text) are parsed and structured.

Agent extracts: skills, experience years, education, certifications, location, salary expectations, and notice period. Handles messy formatting, varied layouts, and multi-language CVs.

Each candidate is scored against the specific job requirements using weighted criteria. Skills match (40%), experience relevance (25%), education (15%), availability (10%), location (10%). Top candidates are prioritised.

Diamond decision: does the candidate meet minimum requirements? If yes, proceed to matching. If no, send a personalised rejection (not a generic template — the agent references specific gaps).

For qualified candidates, the agent checks across all 15 open roles — a candidate who doesn’t fit Role A might be perfect for Role B. Cross-matching maximises placement potential.

Agent checks the hiring manager’s calendar availability, proposes 3 time slots to the candidate via email, and auto-confirms once the candidate selects. Calendar events created for both parties.

24 hours before the interview, the agent sends the candidate a prep pack: company overview, role details, interview format, and directions. The hiring manager receives a candidate brief: CV summary, key strengths, suggested interview questions.

Rejected candidates are tagged and stored in a talent pool. When a new role opens that matches their profile, the agent automatically re-engages them. No good candidate is lost.