AI by industry · Professional services
AI for recruiting agencies: what to automate first
A recruiting agency gets the most from AI on the repetitive parts of the desk: capturing job orders, answering candidates, scheduling interviews and chasing feedback. Relationships and judgment stay with the recruiter, and a person should make every decision about a candidate. Start with the work that makes recruiters stay late.
Talk through your agency with the person who builds it
A free 30-minute call. You leave knowing which part of your recruiting agency to hand to AI first, what we would build, and roughly how long it takes.
Pick what you want AI to take off your plate
Two audiences, one inbox
A recruiter talks to hiring managers who want fast answers and candidates who want to know where they stand. Both go quiet when nobody replies.
Prompt, honest updates are a big part of why people stay loyal to a recruiter. AI can keep them flowing while you work the phones.
The scheduling grind
Interview scheduling is a pile of emails across three calendars. It is also an easy job to hand off, with reminders so that fewer people miss the call.
Know the rules before automating hiring
Hiring is covered by anti-discrimination law, and some places regulate automated screening tools. Keep a person making screening decisions and keep candidate data private. Westward builds these tools for agencies in person around Los Angeles and Orange County and remotely across the US, beginning with a free 30-minute call.
Picture this
Examples of what it can look like. Illustrations, not clients.
A hiring manager calls with a new role. The assistant captures the title, must-haves, location, pay range they share and urgency, and you get a clean job order summary.
A candidate applies at midnight. They get an immediate message saying the application is in and what happens next, and a recruiter reviews it in the morning.
Three interviews need to be set across five calendars. The scheduler proposes times and confirms them without a thread of emails.
The rules that apply, in their own words
“unfair or deceptive acts or practices in or affecting commerce, are hereby declared unlawful.”
Sources
- 15 U.S.C. § 45 (FTC Act, Section 5): The federal ban on unfair or deceptive business practices, ads included.
- NIST AI Risk Management Framework: The U.S. standards body’s framework for using AI responsibly.
Talk through your agency with the person who builds it
A free 30-minute call. You leave knowing which part of your recruiting agency to hand to AI first, what we would build, and roughly how long it takes.
Questions
Can AI screen candidates for me?
It can organize resumes and highlight what matches a job order, but a person should make decisions. Some places have rules on automated hiring tools, so check yours.
What should a small agency automate first?
Candidate communication and interview scheduling, because they are constant and delays cost placements.
Is candidate data safe?
Only if the tools are set up carefully. Ask where data is stored and who can see it, and use accounts you control.