GreenhouseCandidate records
Google CalendarPanel interviews
GmailCandidate outreach
Google MeetVideo debriefs
LinkedInTalent sourcing
SlackHiring updates
Hire 
James.Candidate screening.Moving autonomously.
James screens applicants, books interviews and prepares recruiter debriefs, keeping hiring decisions with your team.
Trusted by teams at
From application to interview.
Fair, fast, and structured.
James screens candidate profiles against role requirements, coordinates interviewer schedules across time zones, handles candidate inquiries, and syncs status to your ATS.
ATS Application Ingestion- Role applied
- Sr. Product Designer
- Core requirement
- 5+ years Figma & Design Systems
- Experience match
- 6 years verified
- Screening outcome
- Passed to coordination
Candidate Verification- Work authorization
- Valid local right to work
- Salary expectation
- Within approved band
- Earliest start date
- Within 30 days
- Candidate status
- Screening completed
Calendar Coordination- Interview slot
- Thursday 14:00 CET
- Panel host
- Design Director
- Calendar invite
- Sent & accepted
- Meeting link
- Attached to invite
Hiring Panel Debrief- Candidate profile
- Complete portfolio synced
- Screening notes
- Recorded in Greenhouse
- Slack alert
- Sent to #hiring-design
- Next action
- Portfolio review meeting
Intake
Parse resumes and applications against published role briefs and minimum requirements.
Strict fairness guidelines. People make hiring decisions. Final evaluation, offer negotiations, compensation approvals and special candidate accommodations always stay with your human recruiters.
Explore governanceThe job to be done
A clear responsibility.
A verifiable outcome.
Starts with
A new applicant or screening queue in your applicant tracking system
Works toward
A qualified screening record and a confirmed panel interview slot
Leaves to people
Hiring evaluations, offer negotiations and compensation exceptions
James owns
Candidate screening & coordination- Parse applications against published criteria
- Conduct initial screening questions
- Coordinate interview schedules across time zones
- Sync transcripts and status updates to ATS
- Keep candidates updated through each stage
People keep
Recruiters & hiring managers decide- Final candidate hiring decisions
- Salary and equity negotiations
- Accommodation and equity reviews
- Reference and background checks
Handed off with context
- 01Apply published criteria objectively without hallucinating qualifications.
- 02Separate candidate interest from confirmed interviewer acceptance.
- 03Route ambiguous responses to the recruiter rather than scoring arbitrarily.
- 04Respect candidate privacy and data protection regulations strictly.
Design the difficult cases
Exceptions need a path,
not a success message.
- Greenhouse ATS
- Special request
- Interview accommodation
- Automated flow
- Paused for privacy
- Handoff target
- Recruiting Coordinator
Candidate requests accommodation
Accommodations require direct human care.
What the agent doesJames pauses automation and routes the request directly to the designated human recruiting coordinator with full context.
What you can checkThe accommodation request ticket and recruiter task in your ATS.
- Candidate Screening
- Input format
- Non-standard qualification
- Confidence score
- Flagged for review
- Recruiter alert
- Dispatched to inbox
Answer does not fit screening form
Preserve candidate answers without forcing scores.
What the agent doesJames preserves the exact candidate response and flags it for human recruiter review instead of rejecting prematurely.
What you can checkThe unedited candidate response and review alert in your recruiting channel.
- Calendar Sync
- Initial slot check
- Panel conflict found
- Reconciled option
- Next window verified
- Candidate status
- Reschedule confirmed
All panel interviewers unavailable
Reconcile calendars before making promises.
What the agent doesJames queries alternative open slots across the panel and offers verified options to the candidate without creating double bookings.
What you can checkThe reconciled host calendar availability and candidate booking log.
Self-service setup
You configure James.
James gets to work.
- 01
Define the scorecard
Set role requirements, knockout questions, and the criteria that require recruiter evaluation.
Scope gateApproved role criteria - 02
Connect ATS & calendars
Connect Greenhouse or Lever and team calendars with granular read/write permissions.
Connect gateATS & calendar mapping - 03
Test screening & booking
Run mock applicant submissions, screening dialogs, and calendar rescheduling workflows.
Evaluate gateAcceptance log & interview test - 04
Launch on priority roles
Start with high-volume openings, review screening summaries, and expand across teams.
Release gateRecruiter rollout plan
Systems & permissions
Connect the work to the source of truth.
Applicant Tracking (ATS)Read candidate submissions; write screening scorecards and stages.Field permissions, candidate deduplication and stage transitions.Calendar IntegrationRead interviewer availability; book calendar invitations.Timezone rules, panel coordination and double-booking locks.Outreach & MessagingDeliver candidate updates and notify hiring managers.Sender identity, candidate consent and email deliverability.Verify equal opportunity compliance, candidate consent, calendar host buffers and audit trace logging.
Pilot evidence
Measure the result.
Inspect the failures.
- ATS & Scheduling Sync
- Speed to screen
- < 24 hours
- Panel invite turnaround
- Instant
- Candidate response rate
- 92%
Time to first interview
Reduction in hours from application submission to confirmed screening or panel slot.
- Greenhouse Scorecards
- Scorecard objectivity
- 100% verified
- Criteria audit trail
- Attached
- Hallucinated skills
- Zero
Screening compliance
Percentage of candidate evaluations matching published job criteria with zero bias flags.
- Candidate Feedback
- Candidate CSAT
- 4.8 / 5.0
- Rescheduling friction
- -75%
- Double bookings
- Zero
Candidate experience rating
Post-scheduling satisfaction score from candidates regarding responsiveness and clarity.
Compare speed-to-interview against your previous human baseline and track candidate drop-off rates at every stage.
Buyer guidance
Choose the right level of responsibility.
- Use simpler automation when…
You only need automated calendar links with no profile screening or QA.
- Consider James when…
You want end-to-end resume qualification, candidate Q&A, and panel coordination.
- Keep a human in charge when…
Conducting executive searches, sensitive compensation negotiations, or offer closes.
- Build a custom workforce when…
Your talent workflow includes multi-tier technical assessments, background checks, and global payroll.
Buyer & implementation questions
What to know before
hiring James.
James conducts initial screening against objective, pre-set criteria that you define. Ambiguous cases, special requests, and final hiring decisions always remain with human recruiters and hiring managers.
James integrates natively with Greenhouse, Lever, Ashby, Workday, and BambooHR via secure API connectors.
James evaluates candidates strictly against predefined skills and experience requirements. He ignores personal identifiers like photos, age, and marital status, and produces an audit trail for every screening decision.
Yes. James checks multi-calendar availability, respects interviewer buffers, accounts for time zones, and generates calendar invites with video links automatically.
James checks the panel’s upcoming availability in real time and presents approved alternative slots without forcing the candidate to wait for manual email exchanges.
Most recruiting teams launch James on their first role within 3 to 5 business days after connecting their ATS and team calendars.
James does not confirm an interview or stage change until the destination system shows it. On a timeout he checks the record before retrying, so candidates never receive duplicate invites, and unresolved items stay visible with a named recruiter.
Agree the baseline, eligible roles and measurement period in advance. Then track time to first screen, scheduling turnaround, candidate drop-off and recruiter hours saved, using your own ATS records.