AI Recruitment Agent
Fifty applicants screened before your recruiter opens their inbox.
Ava contacts applicants as they apply, confirms interest, asks the eligibility and experience questions your role needs, and scores what it hears. Candidates worth an interview get one booked. Anything unusual goes to a recruiter.
Most applicants never get a reply, let alone a screening call.
High-volume roles attract hundreds of applications. Screening calls get pushed to the end of a busy day, and by the time anyone rings, the strongest candidates have already accepted somewhere else.
- Volume roles generate more applicants than a recruiter can call in a week
- Screening gets batched and delayed, so good candidates go cold
- Inconsistent phone screens mean similar candidates get scored differently
What it does
Built for this job, not adapted from another one.
Contacts applicants
As soon as an application arrives, not days later.
Confirms role interest
A quick check that the applicant still wants the role before anything else.
Asks eligibility questions
Right to work, availability, location — the questions that gate everything else.
Captures experience
In the candidate’s own words, recorded against the role’s requirements.
Answers approved role FAQs
Pay, hours, location, start date — from what you have told it.
Scores against your criteria
Consistently, so similar candidates get a similar assessment.
Books the interview
Directly into the hiring manager’s or recruiter’s diary.
Escalates special circumstances
Anything outside the standard script — an adjustment request, a safeguarding concern, a complex right-to-work case — goes to a recruiter.
Example conversation
An applicant for a warehouse operative role is screened the same day
An example of how this conversation goes. Not a recording of a real customer call.
- AI employeeHi, is that Marcus? I am calling from Fenwick Logistics about your application for the warehouse operative role.
- CallerYes, that is me. Thanks for calling back so quickly.
- AI employeeOf course. Are you still interested in the role, and are you able to work full shifts including some weekends?
- CallerYes, still interested, and weekends are fine.
- AI employeeGood. Do you currently have the right to work in the UK, and do you hold a valid forklift licence?
- CallerYes to both — I have about two years of warehouse experience with a licence from my last job.
- AI employeeThat matches what we are looking for. I can offer you an interview with the site manager this Thursday at ten, or Friday at two. Which works better?
- CallerThursday at ten is good for me.
How it plays out
From first contact to a closed loop.
- 00:00
Applicant contacted
Call placed the same day the application is received.
- 00:12
Interest confirmed
Candidate confirms they still want the role.
- 00:24
Eligibility asked
Right to work, licence and availability checked.
- 00:47
Experience captured
Relevant background recorded in the candidate’s own words.
- 01:05
Scored against criteria
Matched to the role’s configured requirements.
- 01:22
Interview booked
Slot confirmed and the ATS record updated.
What it handles, and what it hands to a person.
What it handles
- Interview booked
- Qualified for recruiter review
- Not eligible
- Candidate withdrew
- Recruiter follow-up
What it hands to a person
- Requests for a reasonable adjustment during the process
- Any safeguarding concern, including a candidate who may be under eighteen
- Complex right-to-work or visa circumstances outside the standard questions
- Any candidate who asks to speak to a recruiter directly
Works with what you already run.
- Applicant tracking system or CRM
- Calendar for interview booking
- SMS for confirmation
- Your role-specific eligibility and scoring criteria
Where this fits.
Industry pages are coming in a later phase. For now, here is where this role tends to fit.
- Recruitment
- Hospitality
- Automotive
- Healthcare
Questions about Ava
Does Ava decide who gets hired?
No. It screens, scores and books interviews against criteria you set. Every hiring decision is made by a person.
What if a candidate needs an adjustment or raises a safeguarding concern?
That is escalated to a recruiter immediately rather than continuing through the standard script.
Can it reject a candidate outright?
It can mark someone as not eligible against clear, objective criteria such as right to work, but anything borderline is passed to a recruiter to review.
What data does it capture?
Eligibility answers, experience in the candidate’s own words, and a score against your criteria, all written to your ATS or CRM.
Ready to hire Ava?
Book a short call and we will map this role onto your existing calendar, CRM and phone number.
Book a Demo