Automate Your Recruitment Busywork with AI Agents

Candidate sourcing, resume screening, interview scheduling, and pipeline reporting. Describe the task in one sentence, the agent does it across your apps.

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RECRUITMENT AGENT

Screen this week's applicants against the role scorecard

Compare two finalist candidates side by side for a hiring decision

Search the web for candidates who match a hard-to-fill role

Find open slots across a four-person interview panel this week

Pull the weekly hiring pipeline snapshot for standup

Draft personalized outreach messages for a batch of passive candidates

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seo-task

Any Recruiting Task. One Message. Done.

Screening a batch of resumes, sourcing passive candidates, pulling pipeline numbers. Tell the agent what you need and it works across your ATS, Sheets, Slack, and 1,500+ apps.

Get Work Done With Simple Chat Messages
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Screening complete. 23 applicants reviewed, 6 shortlisted.

Screening Results — Senior Product Designer

FitCandidateSkillsExperienceRole FitOverallRecommendation
🟢 StrongPriya Sharma5/55/54/54.78 yrs product design, led design systems at a Series C startup. Interview immediately.
🟢 StrongMarcus Chen4/55/55/54.710 yrs experience, shipped consumer products at scale. Perfect culture fit.
🟢 StrongElena Voss5/54/54/54.3Strong Figma and prototyping skills, 6 yrs experience but all B2B SaaS.
🟡 GoodDavid Park4/53/54/53.7Solid portfolio, 4 yrs experience. Slightly junior but high growth trajectory.
🟡 GoodAisha Okonkwo3/54/54/53.77 yrs experience but mostly agency work. Transferable skills are strong.
🟡 GoodTom Bradley4/53/53/53.3Good technical skills, less product strategy experience than ideal.

Summary: 23 applicants screened against the Senior Product Designer scorecard. 3 strong matches ready for first-round interviews, 3 good matches worth a closer look. 17 did not meet the must-have threshold. Full results in the Screening Results tab.

👇 Here's what your team could do with a single message.
1.Screen this week's applicants against the role scorecard

Pull all new applicants for the [Role Title] position from the applicant tracker in Google Sheets. For each one, compare their experience, skills, and qualifications against the scorecard in the 'Role Requirements' tab. Score each applicant on a scale of 1-5 for must-have skills, years of experience, and role fit. Add the scored results to the 'Screening Results' tab in Google Sheets with the candidate name, score breakdown, overall fit level, and a one-line recommendation. Post the top 6 candidates to the hiring channel in Slack with their scores and why they stood out.

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2.Compare two finalist candidates side by side for a hiring decision

Pull the interview feedback, screening scores, and application details for [Candidate A] and [Candidate B] from Google Sheets. Create a side-by-side comparison covering skills match, interview scores, cultural fit notes, compensation expectations, and any red flags from the panel. Add the comparison to the 'Final Decisions' tab in Google Sheets. Send it to the hiring manager via Gmail with a summary of where each candidate stands.

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3.Flag past applicants who match a newly opened role

Pull the requirements for the new [Role Title] from the job requisitions tab in Google Sheets. Search the 'Previous Applicants' tab for anyone who applied in the last 6 months with matching skills or experience. Score each match against the new role's requirements. Add qualified matches to a 'Re-engage' tab in Google Sheets with their original application date, previous role applied for, and fit score. Post the list to the hiring channel in Slack.

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1.Search the web for candidates who match a hard-to-fill role

Search the web for professionals with [Must-Have Skills] in [Location/Remote] who currently work at companies similar to [Target Company Type]. For each prospect, find their current title, company, approximate tenure, and any public profile links. Score them against the role requirements in Google Sheets. Add the top 15 prospects to the 'Sourcing Pipeline' tab in Google Sheets with their details and fit score. Post the top 5 to the hiring channel in Slack.

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2.Research a candidate's background before the hiring manager meeting

Search the web for [Candidate Name] at [Company]. Find their current role, how long they've been there, any public writing or talks, and notable projects or companies on their resume. Check the interview feedback tab in Google Sheets for their scores. Put together a one-page brief in Google Docs with everything the hiring manager needs to know. Email it to the hiring manager via Gmail 30 minutes before the meeting.

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3.Build a target company list for an executive search

Search the web for companies in [Industry] with [Size Range] employees that have recently raised funding or expanded their [Department] team. For each, note the company name, size, recent news, and relevant leaders. Add them to a 'Target Companies' tab in Google Sheets. Post the list to the sourcing channel in Slack with a note on which ones look most promising.

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1.Find open slots across a four-person interview panel this week

Check Google Calendar for [Interviewer 1], [Interviewer 2], [Interviewer 3], and [Interviewer 4] this week. Find all 60-minute slots where at least 3 of the 4 are free between 10 AM and 4 PM. List the options in the 'Interview Scheduling' tab in Google Sheets with the date, time, and who's available. Send the top 3 options to the recruiter coordination channel in Slack.

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2.Send interview prep packets to every panelist before the loop

Pull the candidate's resume summary, screening scores, and role scorecard from Google Sheets. For each interviewer on the panel, check which interview stage they're covering (technical, behavioral, culture fit). Create a personalized prep email for each panelist via Gmail with the candidate summary, the specific competencies they should assess, and the scorecard questions for their stage. Log that prep packets were sent in the 'Interview Tracker' tab in Google Sheets.

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3.Chase interview feedback that's more than 24 hours overdue

Check the 'Interview Tracker' tab in Google Sheets for any interviews completed more than 24 hours ago that still have no feedback submitted. For each missing scorecard, send a reminder via Gmail to the interviewer with the candidate name, role, and a link to submit feedback. Post a count of overdue feedback to the hiring channel in Slack. Update the tracker with the reminder timestamp.

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1.Pull the weekly hiring pipeline snapshot for standup

Pull the current status of every open role from the hiring pipeline tracker in Google Sheets. For each role, note the number of applicants, candidates in screening, candidates in interviews, and candidates in final rounds. Compare against last week's numbers. Summarize the overall pipeline health, flag any roles that lost all candidates from a stage, and post the snapshot to the hiring channel in Slack. Email it to the Head of Talent via Gmail.

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2.Calculate time-to-fill and source breakdown for last month's hires

Pull all roles that were filled last month from the hiring tracker in Google Sheets. For each hire, calculate the time from requisition open to offer accepted. Break down the source of each hire (referral, LinkedIn, job board, inbound, agency). Add the metrics to the 'Monthly Hiring Metrics' tab in Google Sheets. Post the average time-to-fill and top sources to the talent team channel in Slack.

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3.Flag roles that have been open for 30 days with no shortlist

Check the hiring pipeline tracker in Google Sheets for any roles that were opened more than 30 days ago and still have zero candidates in the 'Shortlisted' stage. For each stalled role, note the hiring manager, days open, and total applicants received. Add them to a 'Stalled Roles' tab in Google Sheets. Send an alert to the Head of Talent via Gmail and post to the hiring channel in Slack with a recommendation to review the job description or sourcing approach.

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1.Draft personalized outreach messages for a batch of passive candidates

Pull the prospect list for [Role Title] from the 'Sourcing Pipeline' tab in Google Sheets. For each candidate, search the web for something recent they've worked on, published, or said publicly. Draft a personalized outreach email for each in Google Docs that references their specific work and explains why the role is relevant to them. Keep each under 150 words. Post the drafts to the sourcing channel in Slack for review before sending.

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2.Send status updates to every active candidate in the pipeline

Pull all candidates currently in an active stage from the hiring tracker in Google Sheets. For each one, check the last time they received a communication. If it's been more than 5 business days, draft a brief, warm status update email with their current stage and expected next steps. Send the updates via Gmail. Log the communication date in Google Sheets. Post a count of updates sent to the hiring channel in Slack.

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3.Write rejection emails that actually feel personal

Pull all candidates in the 'Rejected' stage from Google Sheets who haven't received a rejection email yet. For each, check which stage they reached (screening, phone screen, onsite) and pull any positive feedback from the interview notes. Draft a rejection email for each via Gmail that acknowledges how far they got, mentions something specific from their application, and keeps the door open for future roles. Log the emails as sent in Google Sheets.

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jobs

Set It Once. Recruiting Runs Itself.

New applicant screening, stale pipeline alerts, feedback reminders. Running every day whether you're at your desk or deep in interviews.

Automate recurring processes in 30 seconds.
Screen every new application the moment it arrives
When this happens...
Greenhouse
When a new application is submitted
Then do this...
👇 No workflow builder. Set it up in plain English.
1.
Screen every new application the moment it arrives
When a new application is submitted in Greenhouse

When a new application comes into Greenhouse, pull the candidate's details and the role scorecard from Google Sheets. Score the applicant against must-have skills, years of experience, and role fit. If the score is above the shortlist threshold, add them to the 'Shortlisted' tab in Google Sheets and post an alert to the hiring channel in Slack with the candidate name, score, and top qualifications. If below threshold, log the result in the 'Reviewed' tab.

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2.
Flag candidates stuck in the same stage for more than 5 days
Every weekday at 08:00 AM

Check the hiring pipeline tracker in Google Sheets for any candidate who has been in the same stage for more than 5 business days. For each one, note the role, current stage, days stuck, and the responsible person. Post a digest to the hiring channel in Slack with the stuck candidates grouped by role. Send a direct message to each responsible recruiter or hiring manager via Slack with their specific stuck candidates.

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3.
Refresh sourcing searches for hard-to-fill roles every week
Every Tuesday at 09:00 AM

Pull the list of roles tagged 'hard-to-fill' from the pipeline tracker in Google Sheets. For each role, search the web for new candidates matching the must-have skills and experience level. Compare results against the existing sourcing pipeline to avoid duplicates. Add any new prospects to the 'Sourcing Pipeline' tab in Google Sheets. Post a summary of new candidates found per role to the sourcing channel in Slack.

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4.
Search for matching candidates the moment a new req opens
When a new job requisition is created in Greenhouse

When a new requisition is created in Greenhouse, pull the role requirements. Search the web for professionals matching the must-have skills and experience level. Also search the 'Previous Applicants' tab in Google Sheets for anyone who applied in the last 12 months with a matching profile. Add the top 10 prospects to the 'Sourcing Pipeline' tab in Google Sheets. Post the initial prospect list to the hiring channel in Slack.

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jobs

Recruiting Playbooks Anyone on Your Team Can Run

Candidate screening, sourcing sprints, debrief prep. Same process, same quality, every single time, no matter who's running it.

Complete repetitive processes in clicks
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Screen and shortlist a batch of applicants for a high-volume role
1. Role & Screening Criteria
Role & Screening Criteria

Fill fields below 👇

2. Score Applicants Against Criteria
Agent

Pull all new applicants for the Role Title from the applicant tracker in Google Sheets. For each applicant, score them against Must-Have Qualifications and Minimum Years of Experience. Give bonus points for Nice-to-Have Skills if provided. Rate each on a 1-5 scale for must-haves, experience, and overall fit. Flag anyone scoring 4+ overall as a strong match. For each strong match, note the specific qualifications that earned the score.

3. Log Shortlist in Google Sheets
Add Rows to SheetinGoogle Sheets
4. Post Top Candidates to Slack
Send MessageinSlack
👇 See use cases.
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1.Screen and shortlist a batch of applicants for a high-volume role
Question Mark
How this Playbook works?

Enter the role title, must-have qualifications, nice-to-have skills, and minimum years of experience. The AI agent pulls all new applicants for that role from the applicant tracker in Google Sheets, reads each application summary, and scores them against your criteria on must-haves, experience, and overall fit. Strong matches get flagged with a fit score and the specific reasons they qualified. The shortlist gets logged in a 'Shortlisted Candidates' tab in Google Sheets with scores and notes for each person. The top candidates get posted to the hiring channel in Slack so the hiring manager can review immediately.

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2.Run a targeted sourcing sprint for a hard-to-fill role
Question Mark
How this Playbook works?

Enter the role title, must-have skills, target company types, and preferred locations. The AI agent searches the web for professionals matching those criteria, checking LinkedIn-style profiles, company team pages, and industry directories. It filters out anyone already in the sourcing pipeline by cross-referencing Google Sheets. Each new prospect gets scored on skill match, seniority fit, and company relevance. The full prospect list lands in the 'Sourcing Pipeline' tab in Google Sheets with profile links, current titles, and fit scores. A summary of the top 10 candidates goes to the sourcing channel in Slack. A personalized outreach draft for each top prospect gets created in Google Docs for the recruiter to review and send.

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3.Build a structured interview kit and scorecard for a new position
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How this Playbook works?

Enter the role title, level, key competencies, and interview stages (phone screen, technical, behavioral, culture fit). The AI agent researches best-practice interview questions for each competency by searching the web. It builds a structured scorecard in Google Sheets with a tab per interview stage, each containing the questions, what a strong answer looks like, and a 1-5 rating scale. It creates an interview guide in Google Docs with the full question bank, evaluation criteria, and instructions for each panelist. The guide gets emailed to the hiring manager via Gmail for approval. Once approved, links to the scorecard and guide go to the hiring channel in Slack.

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4.Run a pipeline review and unblock every stalled role
Question Mark
How this Playbook works?

Enter the date range for the review. The AI agent pulls the hiring pipeline from Google Sheets and identifies every role where candidates have been stuck in the same stage for more than 7 days. For each stalled role, it checks the interview tracker for missing feedback, the scheduling tab for unbooked interviews, and the screening tab for unreviewed applicants. It compiles a pipeline review doc in Google Docs with each stalled role, the bottleneck, and a recommended action. The review gets emailed to the Head of Talent via Gmail. Individual action items get posted as messages in Slack to the responsible recruiter or hiring manager.

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More Time with Candidates. Less Time in Tabs.

Describe your recruiting task in one sentence. The agent does it across your apps.