It owns the role. You own the decisions.
Not a tool you operate — an autonomous recruiter that works your open roles end-to-end, and only interrupts you for the calls a human should make.
It picks up the role
Give it an open req. The agent reads the job, learns your hiring rules, and starts working — on its own schedule, around the clock, the way a full-desk recruiter owns a search.
It sources & screens
It pulls from your talent pool, re-engages past applicants, screens every applicant against the role, and writes you a plain-English summary with a fit score — so you review minutes of shortlist, not a week of phone screens.
It reaches out — as your recruiter
It messages candidates over email and WhatsApp in your recruiter’s voice (a digital twin of the real person on the role), answers their questions about the company and the role, and keeps the conversation warm.
It schedules & advances
It books interviews on real calendars, chases no-shows and silent candidates, and moves people through your pipeline — flagging the ones worth your time and parking the rest.
You approve; it learns
Every consequential action is proposed for your one-tap approval. As you approve its suggestions unchanged, it asks to handle that kind of thing on its own — and you can revoke any autonomy in one click.
Autonomous, never unsupervised.
The reasons it’s safe to let an agent loose on your hiring.
You approve; it works.
Every action the agent takes is proposed first. Nothing happens without your say-so — and it earns more autonomy only as it earns your trust.
A stop button that always works.
Pause the agent — one role or everything — in seconds. Every action is logged and reversible where it can be.
It never guesses.
It answers candidates only from what it actually knows about your company, and says “let me check with the team” instead of making things up.
Your data is walled off.
One customer can never see another’s. The agent learns your preferences from your outcomes — never trained across customers.