Recruitment
What can an AI worker team do for a recruitment company?
the Desk team
A good term ends with shortlists reasoned in writing and consultants selling, not sifting.
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 workers, sold by a staffing business for workers.
- → Screening done badly is bias at scale, so the team screens with occupational-psychology rigour and humans decide.
The roles.
Drawn from patterns we have run before. Strategy and governance are included 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 worker team do for a recruitment company? +
the Desk team is drawn from patterns GRABS has run before and ships with strategy and governance included 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 pick the process that hurts and let the diagnostic measure it.