Automation Teardown #1: application screening, for recruiting and staffing teams.
A recruiter posts a role and applications flood in — many were never going to be a fit. Someone still opens every one, reads it, and decides who's worth a call.
The manual reality
Read each application, cross-check it against the role's criteria by hand, then trade emails just to get a qualified candidate on a calendar.
How we'd build the agent
- An ATS webhook (or careers-inbox parser) catches each new application and extracts structured fields — skills, tenure, certifications, location, work authorization.
- A language model scores those fields against the firm's written rubric, and every score has to cite the line in the application that supports it. No citation, no score.
- Clear fits get a scheduling link and land on the right recruiter's calendar. Low-confidence cases aren't guessed at — they route to a human review queue by design.
- Declines are drafted, never auto-sent. A recruiter approves each one.
Every decision is logged with the evidence it cited, and a weekly sample gets checked against recruiter judgment to catch drift early.
What stays human
The rubric is the firm's own, every decline carries a human sign-off, and the ambiguous middle goes to people. No candidate is rejected by an algorithm nobody approved.
Honest sizing
Several hours back per recruiter per week, live in a week or two.
We run free 20-minute teardowns of workflows like this. Reach out at hello@fullspecstudio.com.