Recruitment
What can an AI agent team do for a recruitment company?
the Desk team
Who buys, and why.
- → A recruiter's market is their desk, and the desk dies when sourcing, scheduling and candidate care eat selling time.
- → The irony lands in the room: a staffing business, staffed by agents, sold by a staffing business for agents.
- → Screening done badly is bias at scale, so the team screens with occupational-psychology rigour and humans decide.
The roles.
Composed from the competency library. A Strategist seat and a Governance seat ship as standard.
| Role | The job | Ceiling | Headline KPI | Readiness |
|---|---|---|---|---|
| Sourcer | Long-list building, profile summaries, market mapping per brief. | A1 | Qualified long-list per role | Standard |
| Screener | CV-to-spec matching with written reasoning. Humans decide. | A0 / A1 | Shortlist acceptance rate | Standard |
| Scheduler | Interview logistics end to end, both sides. | A2 within caps | Time-to-interview | Standard |
| Candidate Steward | Keeps candidates warm, gathers right-to-work and references. | A1 | Drop-out rate | Standard |
| BD Prospector | Detects new-role signals on boards, news and hiring pages, and opens doors. | A1 | Client meetings booked | Proven |
| Compliance Clerk | GDPR consent, right-to-work tracking, data retention discipline. | A1 | Violations: zero | Standard |
The regulatory ceiling, stated plainly
Assessment is reasoned and auditable, never a black box. Adverse-impact is monitored, criteria are defined in advance, and a human makes every hiring decision. The reasoning behind every shortlist is on the file.
The wedge.
GRABS screens with occupational-psychology rigour: defined criteria, reasoned shortlists, adverse-impact monitoring, human decisions. That sentence wins the meeting, and few competitors can say it truthfully.
Questions buyers ask.
What can an AI agent team do for a recruitment company? +
the Desk team is composed from the competency library and ships with a Strategist seat and a Governance seat as standard. Its roles include Sourcer, Screener, Scheduler, Candidate Steward, BD Prospector, Compliance Clerk. GRABS screens with occupational-psychology rigour: defined criteria, reasoned shortlists, adverse-impact monitoring, human decisions. That sentence wins the meeting, and few competitors can say it truthfully.
What are the regulatory limits for recruitment? +
Assessment is reasoned and auditable, never a black box. Adverse-impact is monitored, criteria are defined in advance, and a human makes every hiring decision. The reasoning behind every shortlist is on the file.
How is a GRABS team priced? +
Like staffing, not software: anchored to the day rate of the human interim equivalent. Fixed term, outcome-priced, no per-seat fees.
See if you are ready for the Desk team.
Two minutes, ten questions. Then book a scoping call to compose the team against your numbers.