Candidate facts stay attributable
Prepare a factual packet with source strings and missing information so recruiters can inspect the evidence.
For recruitment agency owners and recruiters in Australia
AI automation for recruitment agenciesKeep the role, candidate and calendar together.
Candidate availability and interview-panel calendars come together in one plan. Change the role and remove a withdrawn candidate to see which sessions and evidence need attention.
Built around your working day
A changed role should not derail every interview.
Your recruiters should not have to rebuild every interview packet when a role changes. We connect factual candidate evidence, availability and approved role versions so the team can coordinate interviews while keeping selection decisions with people.
Your current tools matter. SEEK, JobAdder, Bullhorn, Vincere and Workable are useful starting points for scoping. We check the actual records, access and supported actions in your account before promising a connection.
What changes for you
Interviews share one role version
Join candidate and panel availability without losing the criteria that were current when the session was prepared.
Changes reach the affected people
Withdrawals and role updates create a focused review and communication draft rather than a full scheduling restart.
Example system · Simulated business data
Keep every interview connected.
Candidate availability and interview-panel calendars come together in one plan. Change the role and remove a withdrawn candidate to see which sessions and evidence need attention.
Three recruiter-selected candidates each have two proposed interview sessions.
RB-07 / v1 · example reviewThe complete architecture
Selected stage Conditional path Held or changed
Blue connections show the scenario path. Stage selection changes explanation only. Dashed paths need a new decision.
01 / Source control
Version the role requirements
Retain the client’s role brief and selection criteria with a version. A changed requirement should be traceable to a specific addendum rather than silently changing an existing packet. An example recruiter selection includes RC-A, RC-B and RC-C. The example coordinates the chosen candidates without scoring them.
Prepared with an example human decision
Role requirement register / simulated
6proposed interview sessions
RB-07-v1 · recruiter coordination packet
| Source or item | Recorded value | Decision |
|---|---|---|
| RC-A | 2 proposed sessions | Panel and candidate windows joined |
| RC-B | 2 proposed sessions | Role v1 attached |
| RC-C | 2 proposed sessions | Resume sources retained |
| Invitations | 6 drafts | Recruiter approval required |
An example recruiter selection includes RC-A, RC-B and RC-C. The example coordinates the chosen candidates without scoring them.
- Prepare each candidate’s factual packet with resume references.
- Attach the panel, candidate and role version to every session.
- Keep feedback separate from facts before a recruiter decision.
Inspecting role · scenario output stays tied to its recorded decision
Inspect shared state, version history and event trace
Role brief
v1 contains the requirements chosen by the fictional client.
Factual evidence packets
Each record includes source resume strings and explicit missing evidence.
Candidate and panel windows
Three candidates times two interviews gives six proposed sessions.
Feedback and decision
Feedback is kept apart from source facts. A recruiter controls the next decision.
The example does not rank candidates, infer sensitive traits or decide suitability. Recruiters make selection, reference and offer decisions. Communications remain drafts.
Read the complete system walkthrough
01 / Source control
Version the role requirements
Retain the client’s role brief and selection criteria with a version. A changed requirement should be traceable to a specific addendum rather than silently changing an existing packet.
What you receive Role requirement register.
02 / AI extraction
Prepare factual candidate packets
Keep each resume statement beside its source. Separate missing evidence from an adverse inference and do not produce desirability scores or infer protected traits.
What you receive Candidate evidence packets.
03 / Human decision
Let the recruiter select
The recruiter chooses which candidates proceed. The example begins with three example selections so the scheduling system never substitutes for a hiring judgement.
What you receive Selected candidate register.
04 / Constraint join
Join candidate and panel calendars
Compare the selected candidate and panel windows for two interviews each. Every proposed session carries its candidate, panel and role version. No invitation is sent here.
What you receive Six-session proposal.
05 / Affected-work review
Handle changes and feedback
Withdrawal removes only the affected sessions. A role change reopens relevant evidence. Feedback stays separate from facts before the recruiter decides on an offer or further interview.
What you receive Updated coordination and feedback pack.
The example does not rank candidates, infer sensitive traits or decide suitability. Recruiters make selection, reference and offer decisions. Communications remain drafts.
The decision stays with your team
Useful evidence. Clear responsibility.
The example does not rank candidates, infer sensitive traits or decide suitability. Recruiters make selection, reference and offer decisions. Communications remain drafts.
The guide discusses personal information about unsuccessful candidates and third-party recruitment handling. Record purpose, access and retention need deliberate scoping. Fair Work workplace privacy guide ↗
Primary source checked . This original example illustrates a design, not a delivered client result.
What it costs
Scope the whole handover.
Candidate and role identifiers, panel calendars, consent and retention handling, application access and approved communication steps shape the scope. We separate factual evidence from recruiter judgement.
We map the current process, agree the review points and put the scope, fixed fee and payback estimate in writing. Software and usage costs are considered separately. Your own baseline determines the business case.
Automation builds
From $3,500 AUDOne process, rebuilt to run without you. Monitoring and documentation included.
Typical projects
$3,500 to $12,000 AUDSeveral connected processes across two or more systems, where the data needs cleaning first.
Complex AI agent systems
$12,000 to $25,000 AUDAgents that read unstructured information, decide and write back, with human review and a full audit trail.
Ongoing care plans
$750 to $2,500 AUD per monthPriced on how much you run and what your business loses the day one of them stops.
When something breaks
Know what stopped and what is still safe to continue.
A calendar returning no windows is not the same as a failed read. We monitor absent updates, empty joins and failed writes, then check invitation IDs before retrying any separately approved sending step.
We design checks for a run that fails, a run that returns nothing and a run that never starts. The care scope names the person who receives an alert, the information they need and how a held record returns to review.
You own the workflows and accounts. Handover includes the record identifiers, review rules and recovery instructions. No lock-in is required to keep your work.
See ongoing supportBefore you decide
Your questions, answered
Will the system rank or reject candidates?
No. This example organises factual evidence and scheduling. Recruiters select candidates and make reference, interview and offer decisions. We do not claim automated ranking would be unbiased or objective.
What happens when the role changes?
The new requirement is versioned, affected candidate evidence is marked for review and related sessions carry that status. Unaffected facts remain attached to their original sources.
Can this connect to our ATS?
We scope the exact operations in SEEK, JobAdder, Bullhorn, Vincere or Workable and your calendar tools. Account permissions, API availability and candidate-data handling must be checked before a build promise.
Does missing evidence count against a candidate?
The packet marks it as missing. The recruiter decides whether to request more information. Absence of a resume statement is not an automated adverse inference.
What if someone withdraws after scheduling?
The affected proposed sessions are removed while the withdrawal record stays visible. An executable cancellation or message would follow your approved workflow and the supported platform operation.
How are unsuccessful candidate records handled?
We scope collection purpose, access, retention and deletion with your agency. The workflow needs a defined record policy and does not assume that employee-record rules cover all candidate information.
For work with several evidence lanes, version changes and explicit review gates, our n8n operating model explains the orchestration decisions. The platform choice still depends on your access, maintenance capacity and data path.
A useful first conversation
Bring one process that keeps getting stuck
Show us where the records arrive, who makes the decision and what the next person needs. We will map a useful first scope with you.
Book a call