Your AI team screened 412 CVs, scheduled 22 interviews, and flagged 1 red flag reference while you slept.

Screen is designed to mitigate bias in screening. It evaluates candidates on skills, experience depth, career trajectory, and qualification relevance — never on age, gender, ethnicity, or protected characteristics. Every score includes an explanation of contributing factors so your compliance team can audit decisions. The algorithm is regularly tested against bias benchmarks and adjusted accordingly.

All 6 agents integrate bidirectionally with Bullhorn via its API. Screen reads job requirements and writes candidate scores and summaries. Connect reads candidate contact details and writes communication logs. Schedule reads interviewer availability and writes confirmed appointments. Update reads pipeline data and generates client reports. All operations happen within your existing Bullhorn workflow.

Candidates receive immediate, personalized communication rather than silence. Connect sends acknowledgment emails within minutes of application, schedules phone screens with available time slots, and keeps candidates informed at every stage. The communication is personalized — referencing the specific role, the candidate's relevant experience, and clear next steps. Candidate response rates run at 90% within the first hour.

Yes. Verify contacts provided references, conducts structured reference checks via phone or email, transcribes responses, and highlights any concerns for recruiter review. It asks role-specific questions based on the position requirements and flags inconsistencies between the candidate's claims and referee feedback. All reference data is stored within your ATS with full audit trails.

All candidate data is processed with lawful basis under GDPR. Data retention policies are enforced automatically — candidates past the retention window are flagged for review or deletion. Right-to-erasure requests propagate across all agent systems. Candidates are only contacted through consented channels. Unsubscribe requests are processed immediately. All data handling is logged and auditable.

Agencies using Bitontree agents report a 28% reduction in average time-to-fill. Screen processes 200+ CVs per role in minutes rather than days. Connect engages top candidates within the hour. Schedule eliminates days of back-and-forth on interview coordination. The combined effect compresses the hiring cycle significantly, particularly for high-volume roles.

Yes. Match searches your existing ATS database to identify candidates who were not active applicants but whose profiles match current open roles. It considers recency of last contact, stated availability, and skill fit. Each flagged candidate includes a note on when they were last engaged and a recommended outreach approach, ensuring your existing candidate pool is fully leveraged before external sourcing.

A typical 6-agent recruitment deployment takes 6-10 weeks. Phase 1 (Workforce Discovery, 2 weeks) maps your sourcing, screening, and placement workflows. Phase 2 (Build & Deploy, 4-8 weeks) deploys agents incrementally, starting with Screen and Connect which deliver the fastest throughput improvement. Phase 3 is ongoing optimization based on placement data and candidate feedback metrics.

Yes. Screen generates job descriptions based on the hiring manager's requirements, calibrated against successful past requisitions for similar roles. JDs include must-have vs. nice-to-have skill differentiation, salary band guidance based on market data, and inclusive language review. Each JD is staged for hiring manager approval before posting to job boards.

Match generates optimized Boolean search strings for LinkedIn Recruiter, Indeed, and other sourcing platforms based on the role requirements. It searches your existing ATS database first (passive candidates who were strong fits for previous roles), then identifies external candidates. Each sourced candidate includes a match explanation and recommended outreach message.

Match provides market compensation benchmarking for the specific role, location, and experience level — including base salary, equity/RSU ranges, sign-on bonus norms, and benefits expectations. When a candidate counters, Match generates a comparison analysis and recommended response range. All offers require recruiter and hiring manager approval — Match provides the data, humans make the decision.

Verify coordinates background checks through integrated screening providers, including criminal history, education verification, employment verification, and credit checks where legally permitted. Results are compiled into a structured summary with any flags highlighted. Adverse findings are escalated to the recruiter and hiring manager with the specific details and recommended next steps per FCRA requirements.

Bitontree Workforce pricing is per-agent, not per-req or per-placement. Most agencies start with Screen (CV parsing) and Connect (candidate communication) for fastest throughput improvement. Pricing scales with requisition volume and ATS integration complexity. Most agencies see ROI within the first quarter as recruiters handle significantly more open roles. Contact us for a custom quote.

No. Bitontree Workforce AI agents handle the volume work that prevents recruiters from building relationships — CV screening, outreach, scheduling logistics, reference administration, and pipeline reporting. Your recruiters still do discovery calls, sell the opportunity, negotiate offers, manage client relationships, and close placements. AI handles the operational throughput; humans handle the judgment and relationship work that actually places candidates.