Recruiting automation for staffing firms
Screen every applicant the minute they apply.
We build AI agents and automations that take repetitive recruiting work off your team: first-round screening by text, email or voice, re-engaging your existing candidate database, and interview scheduling, inside the ATS you already use.
Built by WebVerse Arena, a build team in Chennai, India, working with US firms across time zones.
What the assistant does
Asks your knock-out questions
Shift, location, transport, licences: whatever ends it early.
Writes the shortlist
A short note on each person, scored against the job.
Your recruiters decide
Nobody is rejected by the assistant alone.
Bullhorn · JobAdder · Loxo · HubSpot
The first screen is the slowest part of recruiting.
The same questions, over and over
Recruiters spend hours asking applicants the same few yes-or-no questions by phone.
Good candidates move on
Someone who waits days for a first reply has often taken another job.
A database nobody re-reads
Past candidates who fit today’s open role sit untouched in the ATS.
The business cost
Where recruiter time goes
Most of a recruiter’s day is spent on work that does not need a recruiter: first-round questions, chasing replies, booking interviews and typing notes into the ATS.
An assistant can do that work the moment someone applies, any time of day, and hand your team a shortlist with the reasons attached. Your recruiters spend their time on the calls that place people.
The system
How it works
Set up on your jobs
Your knock-out questions, scoring rules and tone, per job type.
Screen on arrival
Applicants get the questions by text, email or voice as soon as they apply.
Shortlist with notes
Each person is scored against the job, with a short summary and any open questions.
Schedule interviews
Strong candidates pick a time; reminders go out to everyone involved.
Sync to the ATS
Answers, notes and status changes are written back so nothing is typed twice.
What we build
Screening
- AI screening assistant by text, email or voice
- Scoring against the job order
- Flags for questions it should not answer
Database
- Re-engaging past candidates when a role opens
- Job ads and candidate summaries from recruiter notes
- Duplicate and stale-record clean-up
Scheduling and sync
- Interview scheduling and reminders
- Bullhorn, JobAdder, Loxo or HubSpot sync
- Status updates to candidates
Proof
What we have built
These are products and systems we built ourselves. We name them so you can see the kind of work we do, not as client results.
HireIQ
Our AI career-coaching platform with resume analysis and mock interviews for job seekers.
Voice IO
Our multi-tenant AI voice platform for inbound and outbound agents, with WhatsApp and CRM sync.
Lead Automation System
An n8n-based system with AI voice agents, CRM integration and multichannel follow-up.
Ways to work together
How we start
A short demo
We set up a screening assistant on one of your live job ads and show you a recording of it working.
A paid 2-week workflow audit
We map your screening, scheduling and ATS work, and finish with a fixed scope and a fixed price.
The build
We build on top of your ATS, test with your recruiters and roll out one job type at a time.
A good fit if you
- Run a US staffing or recruiting firm with its own recruiters
- Post many open roles at once
- Are hiring more recruiters, sourcers or coordinators
- Work in Bullhorn, JobAdder, Loxo or a similar ATS
Probably not a fit if you
- Fill a few roles a year
- Want an AI to make hiring decisions on its own
- Cannot give us access to a test job or a sandbox
Questions firm owners ask
Does the AI reject candidates?
No. It asks the questions, scores the answers and flags people who answered no, but your recruiters make every decision.
Which ATS do you work with?
We build on the tools you already use, such as Bullhorn, JobAdder, Loxo or HubSpot. During the audit we confirm what each one supports and what needs a custom connection.
What about AI hiring rules?
Some US states and cities regulate automated hiring tools. We design the assistant so people make the decisions, keep a record of every answer, and review the setup with you. This is not legal advice; check the rules that apply to you.
Can candidates ask it questions?
Yes. It answers what the job ad covers, and passes anything else, like pay details the ad does not state, to the recruiter instead of guessing.
How much does it cost?
It depends on your volume and the tools we connect, so we start with a paid 2-week audit that ends in a fixed scope and a fixed price. A 30-minute call is enough to tell whether it is worth doing.
Where is your team?
We are based in Chennai, India, and work with US firms remotely across time zones. You deal with the founder directly.
See it screen applicants for one of your jobs.
Book 30 minutes. We will ask about your roles and ATS, and if it is a fit, set up a demo on one of your live job ads.