AI consulting for recruiting firms.
Recruiting is throughput and quality, and they fight each other. AI lifts the throughput floor so your recruiters spend time where quality is decided.
The work recruiting firms run by hand.
These are the operations we've seen compress the most when recruiting firms hand them to a well-built AI workflow — measured against the actual hours your team spends, not a vendor demo.
- 01
Candidate sourcing, parsing, and pipeline organization
- 02
Screening calls, scheduling, and submission write-ups
- 03
Outreach sequences and follow-up across multiple roles
What we typically ship.
Real workflows we've built for recruiting firms. The right starting point for your team will be one of these — or a remix.
- 01
Sourcing & parse agent
Pulls candidates from LinkedIn Recruiter, job boards, and your ATS, parses resumes into structured fields, ranks against role rubrics you define, and writes the first reach-out — recruiter approves before it sends.
- 02
Screening voice agent
First-round screen on availability, compensation, work authorization, and role-fit questions you define; structured notes in the ATS within minutes of the call, with the audio link for recruiter review.
- 03
Submission-package assistant
Turns a screened candidate into a client-ready submission write-up that matches your firm's house style, with the right anonymization and the right emphasis per client.
Discovery → Pilot → Production.
Every engagement starts with a one-week sprint — audit, ADR, and a written go / no-go on the operation you want to hand to AI. Roughly one in four pilots gets killed at that step; that's the point.
If we move to a build, you ship a single end-to-end agent on real data inside three to six weeks. We hand off repo, prompts, and runbook. Retainers exist for care and growth — never for lock-in.
see engagement model →Questions recruiting firms ask us.
If something you're chewing on isn't here, send it to team@phaselink.ai — partner-written reply within one business day.
- Doesn't candidate experience suffer with AI in the loop?
- Only if it's done badly. We design the AI to be transparent (it identifies itself), respect opt-outs, and hand to a human at the first sign of conversation. Properly built, candidate response rates and NPS go up because nobody is ghosted at 9pm anymore.
- Does this work with Bullhorn, Crelate, JobAdder, Loxo?
- Yes — Bullhorn is our most-shipped integration; Crelate, JobAdder, and Loxo all have workable APIs. We pull from and write back to the ATS so your data stays in one place.
- EEOC, GDPR — what about hiring-related compliance?
- We don't ship AI that makes hiring decisions. AI sources, parses, screens, and schedules; humans decide. Audit logs and explainability are baked in so you can demonstrate the decision chain if a candidate or regulator asks.
Send us your most expensive operation.
We'll have an audit on your desk in five days.
One PDF. No deck. No obligation. We'll tell you whether AI is the right answer for it — and if it is, we'll quote the build the same week.