Team
AU mid-market HR managers, in-house talent acquisition leads, and recruitment-agency owners doing 30 or more placements per year
AI for HR
AI for HR that gets candidates to interview before they go cold
Candidates go quiet when screening, updates, and scheduling depend on manual follow-up.
Mia prepares the shortlist, drafts updates, and keeps hiring steps moving.
HR keeps judgment. Candidates stop waiting in silence.
Send the hiring step where candidates wait. Mia maps the first screen, update, and scheduling loop.
Runs inside
Workable
Lever
Greenhouse
LinkedIn Recruiter
Outlook
Calendly
Google Calendar
Workday pressure
Start with what your team already says.
Mia does not score AI interest.
She scores the queue: what piles up, who gets chased, and what still needs approval.
The first version must clear visible work.
Workday sentence
They say: applications wait too long for first review, cv screening in bulk.
Answer that pressure first.
Where it gets stuck
Applications wait too long for first review: For each role, 50 to 200 CVs arrive over two weeks.
Reviewing each one, noting fit against criteria, and sending rejection notes takes 30 to 40 hours.
Urgency means some candidates never hear back.
What cannot go wrong
Replacing recruiter judgment on culture fit or hiring decisions.
What stays human
Recruiter sign-off on every candidate-facing action: Screening notes, status updates, rejections, and interview confirmations wait for recruiter review and approval.
No autonomous send, no ghosting, no candidate frustration.
First useful version
A new CV arrives with draft screening notes and a fit assessment within two hours.
Work first
What changes when this work gets handled.
The question is simple.
Can this work be cleared with less cost, less waiting, fewer misses, and less manager attention?
Work to clear
What your team gets back
A new CV arrives with draft screening notes and a fit assessment within two hours.
Impact
Why it is worth doing
To first candidate screening summaries, follow-up drafts, or interview scheduling queue.
Current cost
What it costs now
For each role, 50 to 200 CVs arrive over two weeks.
Reviewing each one, noting fit against criteria, and sending rejection notes takes 30 to 40 hours.
Urgency means some candidates never hear back.
Human approval
Where people stay in charge
Recruiter sign-off on every candidate-facing action: Screening notes, status updates, rejections, and interview confirmations wait for recruiter review and approval.
No autonomous send, no ghosting, no candidate frustration.
What it costs now
The pressure this result removes.
- 01
Applications wait too long for first review
For each role, 50 to 200 CVs arrive over two weeks.
Reviewing each one, noting fit against criteria, and sending rejection notes takes 30 to 40 hours.
Urgency means some candidates never hear back.
- 02
Candidates go cold between stages
Candidates ask for update emails on the same questions: where in the process are they, when will they hear back, and what is next.
Recruiters draft similar responses 10 times a day.
Busy weeks mean delayed replies and candidate frustration.
- 03
Interview scheduling is still calendar tetris
Finding a time that works for the candidate, the interviewer, the hiring manager, and the office requires five rounds of back-and-forth emails.
By the time a slot is booked, the candidate has accepted an offer elsewhere.
Result after week one
Move candidates to interview before they go cold.
The outcome is a recruiting flow where screening notes, candidate updates, interview scheduling, and hiring-manager status happen as drafts in the recruiter queue.
Screening notes start from the role brief
Each CV is summarized against role criteria.
Recruiter reviews fit signals, gaps, and next-step recommendations.
Candidates hear back within one business day
Status updates and next-step emails draft themselves with candidate name and role context.
Recruiter approves tone and sends.
No autonomous rejections
Every candidate-facing message waits for recruiter sign-off.
Anti-bias guardrails apply to screening criteria.
How the work gets cleared
AI for HR works best when it moves the candidate queue without making hiring decisions.
A managed AI employee screens resumes against role criteria, drafts recruiter-reviewed follow-ups, proposes interview slots, updates hiring managers, and chases onboarding documents.
All candidate-facing drafts, rejections, screening recommendations, and offer-stage messages pause for recruiter approval.
Work in motion
What it looks like when the work is moving.
Three week-one outputs. Drafted for review before send.
EXAMPLE · 01
CV screening in bulk
A senior-ops role opens and applications arrive quickly.
The AI screens each CV against the role brief, drafts a brief assessment, and separates strong fits, maybes, and clear gaps so the recruiter reviews a prioritized queue instead of raw resumes.
EXAMPLE · 02
Candidate status update and interview invite
A candidate applies Tuesday and would normally hear nothing until Friday.
With AI drafting, the candidate receives a personalised status email Wednesday morning confirming receipt and next steps.
If shortlisted, a calendar link arrives Thursday with three proposed times.
Candidate books Friday, interview is scheduled.
EXAMPLE · 03
Onboarding checklist and document chase
A new hire accepts the offer Tuesday.
Onboarding checklist assigns docs, tax forms, and references.
Friday, new hire has not yet submitted.
AI sends a friendly reminder Friday afternoon.
Monday morning new hire completes.
Onboarding starts on time.
48-hour build
What ships in the first window.
01
Candidate screening summary
The AI employee reads each CV, checks skills and experience against role requirements and previous hires, and drafts screening notes with a fit assessment.
Recruiter reviews in two minutes, approves the feedback, or rewrites before sending.
02
Follow-up and status-update drafting
Status update requests, rejection emails, next-stage invitations, and offer confirmations are drafted with candidate name and role context.
Recruiter reviews tone and compliance before sending; no form-letter coldness.
03
Interview scheduling queue
The AI finds calendar overlap between candidate and interviewers, proposes times, and sends scheduling emails.
Follow-ups are handled if the candidate misses the first request.
Recruiter reviews confirmations before locking calendars.
04
Onboarding document chase
After offer acceptance, the employee tracks required documents, sends reminder emails for missing paperwork, and flags blockers.
New hires stay on track; HR does not have to manually chase every submission.
Human control
The employee prepares the work. People keep judgment.
Recruiter sign-off on every candidate-facing action
Screening notes, status updates, rejections, and interview confirmations wait for recruiter review and approval.
No autonomous send, no ghosting, no candidate frustration.
Source-backed screening notes
Every CV assessment includes the criteria used, the specific skills matched or missed, and references to previous similar hires.
Recruiter can verify reasoning and catch bias.
Anti-bias guardrails on screening criteria
Screening focuses on role requirements and experience, not demographics.
Recruiter defines the playbook; AI applies it consistently.
Deviation flags prompt human review.
Do not start here if
- Replacing recruiter judgment on culture fit or hiring decisions.
- Automated rejections sent without recruiter sign-off; every candidate-impacting decision pauses for human review.
- Candidate-facing chatbots or scheduling systems that hide the hiring team behind a bot.
A good first week looks like
- A new CV arrives with draft screening notes and a fit assessment within two hours.
- Candidates receive status updates and next-step clarity within one business day, not two weeks.
- Interview scheduling resolves in one or two rounds of email, not five.
Controls that make this safe to run.
AI for HR and recruitment is most saleable around the candidate-to-interview workflow: screening, follow-up, scheduling, reminders, and hiring-manager updates.
Safeguards we design around
- Recruiter reviews and approves every screening note, status update, and rejection message.
- Anti-bias guardrails apply to screening criteria; deviations flag for recruiter review.
- Source-backed assessments reference the role brief, prior hire patterns, and specific skills matched.
Claim boundary
We do not claim autonomous rejections, replacement of recruiter judgment on culture fit, or unbiased screening without active recruiter oversight.
Reference point
candidate.fyi interview coordination
candidate.
fyi positions AI agents around interview scheduling, coordination, candidate communication, and hiring intelligence.
Reference point
Flowdexx screening and scheduling
Flowdexx sells automated screening conversations, interview scheduling, confirmations, and candidate follow-up.
Reference point
OAIC AI and personal information
OAIC guidance on AI use covers obligations under APP for candidate data handling and decision transparency.
Work scorecard
Before you hire for it, send us the stuck work.
Mia checks the cost, risk, what needs sign-off, and whether an AI employee can clear the first version.
If this is cheaper or safer with a person, the scorecard says that.
WORK + APPROVAL SCORECARD
A short check for cost, speed, quality, risk, and the first safe version.
Work
What keeps piling up?
Replies, reports, checks, handoffs, document chases, approvals, or follow-up that keeps coming back.
Cost
What does it cost now?
Staff time, manager attention, customer wait time, rework, missed follow-ups, or lost revenue.
Quality
What would make it useful?
Better drafts, faster turnaround, fewer errors, cleaner handoffs, and less chasing from managers.
Control
What still needs human approval?
Customer promises, pricing, refunds, legal language, financial decisions, or anything that can damage trust.
Output: work to clear, current cost, what needs sign-off, pricing options, and the smallest useful test.
What will Rebotify take off the team first?
AI for HR works best when it moves the candidate queue without making hiring decisions.
A managed AI employee screens resumes against role criteria, drafts recruiter-reviewed follow-ups, proposes interview slots, updates hiring managers, and chases onboarding documents.
All candidate-facing drafts, rejections, screening recommendations, and offer-stage messages pause for recruiter approval.
Who is AI for HR best for?
AI for HR is best for AU mid-market HR managers, in-house talent acquisition leads, and recruitment-agency owners doing 30 or more placements per year with repeated work, a clear human owner, and enough examples to show Mia what good work looks like.
What does Rebotify deliver in the first 48 hours?
Rebotify finds the stuck task, connects the minimum tools, and puts useful drafts, checks, or summaries into a human approval queue.
Do humans still approve the work?
Yes.
Rebotify normally starts with human approval for customer-facing, financial, legal, or policy-sensitive actions.
The AI employee prepares the work and escalates uncertainty.
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48-HOUR START
Tell us the queue that keeps slipping. Leave with the first AI employee scope.
Stop candidates going quiet
Send the hiring step where candidates wait.
Mia maps the first screen, update, and scheduling loop.