AI assistant for HR managers: application screening, candidate correspondence and onboarding
The interview and the hiring decision stay with you. The assistant takes the volume: screening hundreds of applications against hard requirements, the job advert for the actual role, candidate correspondence, questions tailored to a CV and the onboarding plan for a new hire.
What it does
- works through applications and filters out those who fail the hard requirements
- writes a job advert for the actual role instead of recycling an old one
- handles candidate correspondence: invitations, reschedules, rejections
- prepares interview questions tailored to a specific CV
- puts together an onboarding plan for a new hire
What it does not do
The limits are set in advance
- does not conduct the interview and does not make the hiring decision
- does not judge people on anything unrelated to the job
How much time it frees up
By our reviews, an HR manager spends roughly
13 hours a week on the routine listed above — more than a third of the working week. The assistant does not take all of it: some tasks you will still be checking. But checking something finished is faster than doing it from scratch, and the gain lies in exactly that difference.
How it works
The assistant plugs into the channels where the work already happens: email, messengers, spreadsheets. It does not require the company to move to a new system — on the contrary, it works through what has piled up in the current one.
How the assistant handles an HR manager's tasks
Screening against hard requirements — without reading three hundred CVs
A sales manager vacancy brought 280 applications. The assistant checks each against your criteria: two-plus years in B2B, city, willingness to travel, salary expectations within the range. Those who fail go to a separate list with the reason; those who pass go to a shortlist with their strengths highlighted. You open thirty CVs instead of three hundred, and what to look at is already underlined.
A job advert for the role, not a rewrite of an old one
The head of department says on a call who they are looking for. The assistant turns that into an advert: tasks expressed as results rather than "duties", requirements separated from nice-to-haves, plain conditions and salary in line with your policy. In the company's style, without "dynamically growing" and "stress-resistant". Three headline options for different job boards.
Candidate correspondence without three-day gaps
Interview invitation, time confirmation, reschedule, a polite rejection with feedback — the assistant sends all of it from your templates within the hour. A candidate who got a reply on the day they applied turns up to the meeting; one who waited a week has already accepted another offer. Every rejection is worded in a way you would stand behind.
Interview questions tailored to the CV
Before the meeting the assistant reads the CV and prepares a list: what to clarify about the gap in employment, which results to verify with numbers, which two case questions to give for this particular role. Plus a reminder of what the candidate already asked in correspondence. The interview goes to the point instead of down the generic "tell me about yourself" list.
An onboarding plan for the new hire
The offer is accepted — onboarding begins, and it usually lives in the manager's head. The assistant builds a 30-day plan from your template: access and documents on day one, meeting the team, first-week tasks, sessions with the mentor, checkpoints. It sends the plan to the newcomer and the manager and reminds them of the checkpoints. After a month — a short survey of both sides.
What the dialogue looks like
You: 280 applications for the sales manager vacancy. Criteria are in the vacancy card. Screen them and prepare invitations for those who pass.
Assistant: 34 passed: 12 with strong B2B experience of three-plus years, 22 with two-plus. 246 failed: most often no B2B experience (140) and city (61). List with reasons attached. Draft invitations for Wednesday and Thursday are ready — send, or will you look first?
You: Send to the twelve strong ones. Rejections with feedback to the rest.
Assistant: Invitations sent, eight have already confirmed a time. Rejections to 246 candidates sent from the template with the reason. By Wednesday I will prepare questions for each of the twelve CVs.
What we need from you at the start
- Screening criteria for current vacancies: what is mandatory, what is desirable, what is a stop factor.
- Candidate letter templates: invitation, reschedule, rejection — or the last three letters you were happy with.
- A description of the company and its tone: how you talk to candidates, what you promise, what you do not.
- An onboarding plan template — or an account of how a new hire's first week goes now.
Implementation timeline
The first conversation — how many vacancies are open, how many applications each gets and where the time goes. Setting up for your criteria and templates — three to four days. One vacancy in parallel: the assistant screens and writes, you compare with what you would have decided. Usually from the second vacancy the differences are two or three CVs in a hundred.
Frequently asked questions
Does the assistant decide whom to hire?
No. It screens against the hard criteria you set and prepares materials for the meeting. The interview, the assessment and the hiring decision stay with you and the manager.
No. It screens against the hard criteria you set and prepares materials for the meeting. The interview, the assessment and the hiring decision stay with you and the manager.
Could the screening be discriminatory?
The assistant checks only job-related requirements: experience, skills, city, schedule, pay expectations. Gender, age, family status and other characteristics unrelated to the job are not considered — that is built into the rules at the start, and you can see the full list of rejection reasons.
The assistant checks only job-related requirements: experience, skills, city, schedule, pay expectations. Gender, age, family status and other characteristics unrelated to the job are not considered — that is built into the rules at the start, and you can see the full list of rejection reasons.
Does it work with job boards?
Yes, with application exports from any board and with email. Correspondence goes through your email or messenger; direct integration with a board is set up separately if needed.
Yes, with application exports from any board and with email. Correspondence goes through your email or messenger; direct integration with a board is set up separately if needed.
What does it cost and what do I pay for later?
Task review and configuration of one assistant — from ₽12,000 (≈ $142), usually 5–7 days. Then support from ₽4,000 (≈ $47) a month if you need changes and new scenarios; without support the assistant keeps working.
Task review and configuration of one assistant — from ₽12,000 (≈ $142), usually 5–7 days. Then support from ₽4,000 (≈ $47) a month if you need changes and new scenarios; without support the assistant keeps working.
What it costs
Task review and configuration of one assistantfrom ₽12,000 (≈ $142)
An extra task beyond the basic fivefrom ₽3,000 (≈ $36)
Training for you or a member of stafffrom ₽5,000 (≈ $59)
Support and adjustments, per monthfrom ₽4,000 (≈ $47)
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