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Concept catalogue / Teams & organisations

Concept — under evaluation

Recruitment Assistant

Screening, scheduling, and candidate communication handled consistently — humans make every hiring decision.

Under evaluation: this assistant cannot be purchased. We publish the design and an anticipated price to test whether it deserves to exist. Your reaction at the end of this page is the experiment.

01The problem

Hiring runs on borrowed time: hundreds of applications skimmed inconsistently, candidates ghosted by accident, interviews scheduled over email ping-pong. Good candidates drop out of slow pipelines.

Intended user · A hiring manager or small HR function running multiple roles without a full recruiting team.

02What it needs from you

  • The role's actual requirements, must-haves, and nice-to-haves
  • Your screening questions and evaluation rubric
  • Interviewer availability

03What it produces

  • Structured screening summaries against your rubric — every applicant, same standard
  • Scheduled interviews without email ping-pong
  • Timely, respectful updates to every candidate
  • A pipeline view: who's where, who's waiting on whom

04How it would work

  1. 01 Screen

    Every application is summarised against the same rubric, with evidence quoted — no auto-rejection.

  2. 02 Shortlist

    A human reviews the summaries and decides who advances. The assistant never rejects anyone on its own.

  3. 03 Schedule

    It coordinates times directly with candidates against real interviewer availability.

  4. 04 Communicate

    Every candidate gets a clear status update at each stage — the thing most pipelines fail at.

05Autonomy & approvals

Acts on its own

  • Producing rubric-based screening summaries
  • Scheduling and rescheduling interviews
  • Sending status updates using approved templates

Always needs your approval

  • Every advance/reject decision — humans decide, always
  • Any deviation from approved communication templates
  • Salary or offer discussions of any kind

06Data & privacy implications

  • CVs are personal data with retention limits — PDPA applies squarely.
  • Rubrics must be reviewed for discriminatory criteria; the assistant applies rules, it doesn't launder bias.
  • Candidates should know when they're corresponding with an assistant.

07Synthetic example

Recruitment Assistant

14 new applications for Ops Executive. 5 meet all must-haves (summaries attached, evidence quoted). 3 are near-misses — worth a look: two lack the licence but have equivalent experience. 6 don't meet the stated minimums; I've drafted the standard regret note but won't send until you confirm the shortlist.

Illustrative exchange — written by us, not generated by a live product.

Modelled on the screening and scheduling assistant PFE has used for its own hiring.

08The experiment

S$299–999/month

Anticipated range under evaluation; not an offer. If this assistant existed at that price, what would you honestly do?

Want a recommendation matched to your situation instead? Run the Assistant Finder — eight questions, instant brief, no email required.