AI employees that screen resumes, engage candidates, schedule interviews, and automate onboarding. Your recruiting team scales without adding headcount.
Your AI recruiting employees take over the high-volume, repetitive work that buries your HR team. They screen resumes against your criteria, send personalized candidate outreach, coordinate interview schedules across time zones, and generate onboarding packages. Your human recruiters focus on culture fit conversations and hiring decisions while your AI team handles the pipeline.
Recruiting is a race. The best candidates have multiple offers within days, and every hour of delay in your process pushes them toward a competitor. But your recruiting team is buried in the administrative work that creates those delays: screening resumes, coordinating schedules, updating your ATS, and chasing approvals.
AI recruiting employees take over the entire administrative pipeline. They screen incoming applications against your qualification criteria, send personalized outreach to passive candidates, coordinate multi-round interview schedules across time zones, and generate complete onboarding packages when offers are accepted. Every action is logged in your ATS automatically.
Your human recruiters get back the time they need for what actually wins candidates: building relationships, assessing culture fit, selling your company story, and making hiring decisions. The AI handles the volume. Your team handles the judgment.
Your AI employee reads every resume and scores candidates against your must-have and nice-to-have criteria. It extracts relevant experience, flags skill gaps, and ranks the applicant pool. Your recruiter gets a prioritized shortlist with screening notes for each candidate.
Send personalized messages to passive candidates that reference their specific experience, projects, and career trajectory. Your AI employee researches each candidate individually and crafts outreach that stands out from templated recruiting spam.
Coordinate interviews across multiple interviewers, time zones, and rounds with zero manual effort. Your AI employee checks availability, proposes options, confirms bookings, and sends reminders. Schedule changes propagate automatically.
Generate offer letters, equipment requests, system access forms, and first-week schedules from templates. Your AI employee tracks completion of each onboarding step and follows up with the right people when tasks are overdue.
Keep your ATS current without manual data entry. Your AI employee logs every candidate interaction, updates pipeline stages, tags candidates with skills and qualifications, and maintains a searchable database of past applicants for future roles.
Generate hiring reports, diversity metrics, time-to-fill analytics, and compliance documentation automatically. Your AI employee tracks every stage of the hiring process and produces audit-ready records.
| Dimension | Traditional | With Sista |
|---|---|---|
| Resume screening speed | 30+ hours per week reviewing resumes manually. Unqualified candidates still get read | 1,000+ resumes screened per week. Shortlist ready in minutes, not days |
| Interview scheduling | 5-7 days of email back-and-forth between recruiters, candidates, and hiring managers | Instant coordination across all parties. Interviews booked within hours of screening |
| Candidate engagement | Candidates wait days for status updates. Ghosting is common. Top talent drops off | Immediate responses, proactive status updates, and personalized communication at every stage |
| Onboarding preparation | 2-3 weeks of manual paperwork, system setup, and checklist tracking across departments | Complete onboarding package generated automatically. Every step tracked and followed up |
| Cost per hire | $4,000-5,000 average cost per hire including recruiter time, tools, and job board fees | Fraction of traditional cost. AI handles volume work, humans handle judgment calls |
| Data accuracy | ATS data is incomplete and outdated. Recruiters update records when they remember | Every interaction logged automatically. Pipeline stages, notes, and tags always current |
Yes. You define the screening criteria per role: required skills, years of experience, education, certifications, and any custom qualifications. The AI employee applies those criteria consistently to every applicant. It works for engineering, sales, marketing, design, operations, executive, and any other role type.
Your AI employee sends personalized messages at every stage: application received confirmations, interview invitations, schedule changes, status updates, and follow-ups. Each message uses your company tone and branding. Candidates interact with what feels like a responsive, attentive recruiting team.
Direct integrations with Greenhouse, Lever, Workday, BambooHR, and other popular ATS platforms through OAuth connections. For other systems, use the REST API or webhook integration to sync candidate data. All screening results and interactions are logged in your ATS automatically.
The AI employee screens based on the objective criteria you define: skills, experience, qualifications. It does not consider name, gender, age, ethnicity, or other protected characteristics. You control the criteria, review the shortlists, and make all hiring decisions. The AI handles the volume filtering, your team handles the judgment.
Yes. Your AI employee checks availability across all interviewers, finds overlapping time slots, proposes options to the candidate, and books the entire panel in one pass. It handles time zone differences, room bookings (if applicable), and sends calendar invitations with video call links to everyone involved.
When an offer is accepted, your AI employee triggers the onboarding workflow: generates paperwork from templates, submits equipment and system access requests, creates first-week schedules, and assigns onboarding tasks to the relevant teams. It tracks completion and follows up when steps are overdue.