Only meet the candidates who've passed three filters.
Hiring eats two days a month for the average small-business owner. AI handles application review, first-round qualification and the screening interview. You walk into the second round with five candidates worth meeting, not fifty CVs to read.
Hiring well is the most valuable thing you do, and the most expensive.
A bad hire in a small business costs anywhere from 50% to 200% of the role's annual salary, once you count training, opportunity cost and the disruption to the team. Doing hiring properly costs plenty too: reading every CV, phone screening, first-round interviews, reference checks. Owners skip the work because there's no time, hire on a hunch, then live with the result. It's the call that matters most, and the one there's least time to prepare for.
AI recruitment doesn't make the final call. It makes the first three: which 5% of applicants are worth a first conversation, which of those clear the basic qualification, and which handle the screening interview well enough to earn your time. You only meet the people who've already passed three honest filters.
From application to second round, AI does the heavy lifting.
The recruitment engine sits across your job board feeds and inbound applications, and works in three layers.
CV screening
Reads every application against the role profile, scores fit, surfaces flags and ranks the top tier.
Qualification
Sends the top tier a tailored set of questions by SMS or email, reads the replies and narrows the pool.
Screening interview
A voice agent calls the qualified candidates, runs a 30-minute structured interview, scores it against your rubric and delivers a short list with full transcripts and notes.
You, the top brass, walk into the face-to-face second round with only the five or six candidates who've earned it, each graded and interviewed to a structure. Your job is the human call on culture and final fit. Work that used to take two days now takes two hours.
Hiring rounds built to run from six weeks to two.
The engine is built to cut hiring rounds from five or six weeks down to under two. The timing matters because the best candidates rarely stay on the market long. A slow process means the top tier is gone by round two. Moving fast enough to clear three filters inside a fortnight is what lets you hire the people who were always going to go first.
Standalone ATS tools store CVs. They don't run interviews.
Applicant tracking systems (Workable, Greenhouse, Lever) handle storage and the pipeline. They don't actually screen candidates. The Foundation adds the screening, because the brain can hold the rubric, run the voice interview and grade responses with a consistency the human eye can't match.
See how the Foundation works.
The AI brain, the data layer, the workforce. Three-week install. Yours from handover. Or start with the AI Strategy Intensive, a two-hour paid plan credited to the build.
Only meet candidates worth meeting.
Thirty minutes with Titus. We look at your hiring flow, where it slows, and whether a recruitment engine is the right install for your business.
Book a discovery callNot ready for a call? Take the three-minute Business Stress Test.