Application screening prepared,
the interview prioritized

Piles of CVs to read before the first interview

For every open role, HR reads CVs one by one, compares against the need, rules out, ranks. This load repeats with every hire and delays the start of interviews.

Manual screening is also uneven: criteria vary from one reviewer to another.

Go faster, stay fair and traceable

Useful screening applies the role's criteria consistently, explains its ranking, and leaves the recruiter to decide. They have to see the criterion applied and the reason for the ranking, and be able to adjust it.

Three phases, built with your teams

We don't deliver a black box. We diagnose, we build with your teams, then we hand over. That's the AI Task Force method.

1. 01

   Sprint — 5 days

   We formalize the criteria per type of role, analyze the volume and screening time. By day five, you know what the agent can pre-screen and the time freed up.

2. 02

   Task Force 60 — 60 days, build-with-you

   We build the agent with your HR teams: CV analysis against the criteria, qualification, ranking, summary per candidate. On your real roles.

3. 03

   Run & Scale — monthly

   We train two people on your team to supervise the agent, adjust its rules and extend it. We document everything and hand over. You stay autonomous, with no dependency on us.

A reasoned shortlist, the recruiter decides

Recruiters focused on interviews

• Pre-screening time sharply reduced.
• Recruiters focused on interviews, not sorting.
• Consistent, traceable criteria on every application.
• A reasoned shortlist ready before the first interview.

Your criteria, your hiring

Your teams adjust the criteria and supervise the rankings. Two people are trained to evolve the agent. The documentation is yours: you keep control.