Recruitment and HR.
Half the candidates we line up don't turn up, and some who accept never join.
Where we would start: Interview scheduler. Offers slots that suit the client and the candidate, confirms both sides in your name, calls each candidate the evening before to confirm, and rebooks or replaces anyone who drops out.
A staffing agency offers interview slots from the client's and the candidate's calendars and handles every reschedule.
Safe to say yes, in writing.
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“I'll pay and nothing will work.”It has to pass on your old work before it touches today's.20 of your past jobs, then live18 of 20 approved without changesFive working days of approved live workYour sponsor's written yes
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“The price will creep.”One fixed price, in writing, before any work.Your proposalThe plan: one priceEach build: one priceThe run: a monthly fee
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“I'll be locked in.”Stop any month and keep everything.JanFebMarAprstopMayJunThe month you stop, you keepEvery account, in your company's nameEvery line of codePlain files and a runbook
Your week, as it runs today.
Agencies earn a fee when a candidate joins, often a month's salary for junior and mid roles and more for senior ones, or a margin on every temporary worker they employ. The work, for agencies and in-house HR teams alike, is finding and screening people, booking interviews, chasing feedback, offers and documents, and keeping candidates warm until the first day.
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01
Three hundred applications arrive for one role, and a recruiter skims them on Monday.
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02
Ten candidates confirm interviews on the phone, and four turn up.
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03
The client asks where the shortlist stands, and the recruiter opens three tabs to find out.
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04
Four candidates ask for updates, and nobody has answered them.
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05
A new hire starts on Monday, and their bank details and documents are still missing.
What it costs.
Our own sumHalf the candidates we line up don't turn up, and some who accept never join.
And the rest of the week
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A study, 2021
Candidates never hear back from us, and it costs us our name.
77% of job seekers said an employer had ghosted them, 10% even after a verbal offer, and 76% of employers said candidates had ghosted them (Indeed survey of 500 job seekers and 500 employers, February 2021).
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A study, 2024
We can't fill the roles our clients give us.
Members of the Indian Staffing Federation employ about 16.6 lakh flexible workers, and the industry says it is grappling with 30% of jobs unfilled (Indian Staffing Federation, July 2024).
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A study, 2025
Some candidates aren't who they say they are.
In a Gartner survey of 3,000 candidates, 6% admitted to interview fraud, posing as someone else or having someone stand in for them. Gartner expects one in four candidate profiles worldwide could be fake by 2028 (Gartner, July 2025, reported by HR Dive).
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No number yet
New joiners take months to be useful.
No figure we can stand behind yet, so we print none.
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A study, 2014
We find out a client is unhappy when the roles stop coming.
Bain research found that raising customer retention by 5% lifts profits by 25% to 95%, and winning a new customer costs 5 to 25 times as much as keeping one (Harvard Business Review, 2014).
Ten systems for recruitment, under the six offers.
We plan the whole company, then build the first three. The usual first build here is marked, and the window beside the cards shows the one you are reading.
Get the work doneEverything comes to you. Most of it shouldn't.
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The usual first buildOperations
Interview scheduler
Offers slots that suit the client and the candidate, confirms both sides in your name, calls each candidate the evening before to confirm, and rebooks or replaces anyone who drops out.
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Agents
Application screener
Reads every CV against the role and the client's must haves, ranks them with a reason for each, and never rejects anyone without a recruiter seeing why.
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Voice
Screening calls
Calls each shortlisted candidate in their language, asks your screening questions, checks notice period and expected salary, and writes up the answers.
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Documents
Joining papers collector
Lists what each joiner must send, collects it on WhatsApp, checks it's readable and complete, and files it to HR before day one.
Win customersLeads wait until Monday. The buyer doesn't.
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Conversations
Candidate updates
Tells every candidate where they stand at each stage, in your voice, and answers their questions at any hour.
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Apps
Client shortlist room
Clients see each role's shortlist, interview dates and the feedback waiting on them in one link, and give feedback in a tap.
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Growth
Client development engine
Spots companies hiring in your niches from job posts and news, and drafts a first message for your business development lead to approve.
Get paidYou did the work. The money shouldn't take 90 days.
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Intelligence
Desk and margin view
Fill rates, time to fill, drop outs and margin by client and recruiter, every Monday.
Know your companyOnly one person knows how pricing works.
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Knowledge
Talent pool search
Your whole database of past candidates searchable in plain words, so the right person you met last year comes up first.
Stay in controlYour staff already use AI. Your files go with them.
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Trust
Identity and document checks
Checks ID, education and experience papers, flags mismatches and signs of a fake profile or a stand-in at interview, and keeps a record of every check.
The same week, with them running.
The five moments from the top of this page, once the first systems do their part. Flip back to see how it runs today.
An example week. It shows how the work changes, never a measured result from a client.
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Every application was screened against the role with a reason, and the top twenty were ready by lunch.
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Every candidate got a reminder call the evening before and a message that morning, and the no-shows were rebooked or replaced.
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The client sees the shortlist and the interview dates live in one link.
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Every candidate heard back at every stage, in your voice.
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Joining papers were collected and checked in the week the offer was signed.
- 01
Three hundred applications arrive for one role, and a recruiter skims them on Monday.
- 02
Ten candidates confirm interviews on the phone, and four turn up.
- 03
The client asks where the shortlist stands, and the recruiter opens three tabs to find out.
- 04
Four candidates ask for updates, and nobody has answered them.
- 05
A new hire starts on Monday, and their bank details and documents are still missing.
The nearest work we have built.
Each piece names the kind of company it was built for. Where that is not your trade, it is the work closest to yours. Ask to see it running.
- HR and talent · Intelligence Talent attraction index It tells a company where its people can actually live well in a new city. Built for a relocation company with teams across India
- Relocation and global mobility · Operating systems Relocation operating system Built so a relocation company can run on one system, with every case, vendor, payment, visa and home in it. Built for a relocation company with teams across India. Live behind a sign in
- Events and conferences · Apps and portals Conference apps in two languages Delegates carry the whole day on their phone, in Japanese or English at a tap: every session, live captions, and a written recap of every session the same day. Built for an industry body in Asia Pacific, for its leadership meetings. Live
Signs it is time.
- Candidates don't turn up for interviews or on joining day.
- Candidates complain that they never hear back.
- Clients ask for status by mail and phone every week.
- Joining documents are chased on WhatsApp.
- They've already caught a fake candidate or a stand-in at interview.
Who decides.
The founder or managing director of the agency; in a company, the head of HR or talent acquisition.
Why this time is different.
AI that was bought and changed nothing.
A tool was bought and nobody owned the job. We take the whole job, test it on your past work, and stay to run it.
What recruiters ask first.
Does it screen or reject candidates?
No. Who moves forward and who doesn't stays with your recruiters. The agent schedules, drafts, chases and lists. Important decisions about a person are never made by it.
Can it message candidates in our name on its own?
Only within the rules you set, such as sending interview slots once a client has said yes. Every other message waits for your person. If it writes directly, it says it is AI.
We work in our ATS all day. Does this add a tool?
No. It reads from and writes to the system you have, with its own login. Your team keeps working where they work.
Who says yes before anything goes out?
The person who owns that job at your company today. You name them when we write the rules with you. Inside those rules the agent acts at once. Anything outside them waits for one tap from the person named, on their phone, ready to approve or to change.
Do we have to change the software we use?
No. We build around the systems you already run, in accounts in your company's name, and we confirm each one before we start.
What does it cost?
There is no price on this page, because it depends on the work. After the session you get a written proposal with the scope, the test it has to pass, who works on it and one fixed price, before any work.
Everything comes to you. Most of it shouldn't.
Routine decisions follow your rules. What still needs you arrives on your phone as one tap, with the facts attached.
What changes. Nothing is typed twice, nobody asks where a job is, and routine decisions follow your rules.
What we measure, before and after. Orders typed by hand in a day, decisions reaching the owner in a week and hours spent chasing.
The old way keeps running until the new one has passed on your own work.
What costs your recruitment firm most? Bring us that.
45 minutes on a video call with our founder and the people who live with the problem. Nothing to sign. You leave knowing what we would build first, and why.
Or write to us.hello@agentec.cloudAgentec on LinkedIn