Does the AI CV screening have bias?

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.

How does the AI integrate with Bullhorn?

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.

What is the candidate experience like with AI agents?

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.

Can AI agents automate reference checking?

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.

How does the AI handle GDPR for candidate data?

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.

How much does AI improve time-to-fill?

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.

Can AI agents identify passive candidates in our existing database?

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.

How long does deployment take for a recruitment agency?

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.

Can AI agents write job descriptions and requisitions?

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.

How does Boolean search and proactive sourcing work?

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.

Can AI agents support offer negotiation?

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.

How do AI agents handle background checks?

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.

How much do AI agents for recruitment cost?

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.

Will AI replace recruiters?

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.

Tyler

CV Screening

Screen Every CV in Under 30 Seconds — Any Format, Scored Against Your Role Specs

CV screening time reduced from 4 minutes to 30 seconds per CV, 4x screening throughput, zero qualified candidates missed in the pile

15+ hrs/wk of junior recruiter time on screening — eliminated Deploys in 6-8 weeks

Hire Tyler See how Tyler works ↓

The problem

Recruitment consultants are drowning in CVs. A single job posting on a major board can generate 150-300 applications within 48 hours, and a busy desk might have 10-15 live roles at any time. The math is brutal: at 4 minutes per CV, screening 200 applications for a single role takes over 13 hours of focused reading. That is nearly two full working days spent on a task that, for most applications, results in a "no" within the first 30 seconds of human review.

The cost is not just time -- it is opportunity. While a consultant is buried in CV screening, they are not sourcing passive candidates, nurturing client relationships, or closing placements. In contingency recruitment where revenue is entirely commission-driven, every hour spent on low-value admin is an hour not spent on revenue-generating activity. Agencies consistently report that their consultants spend 40-60% of their week on administrative tasks, with CV screening being the single largest time sink.

Speed matters competitively. The agency that presents a shortlist first gets the client meeting. The agency that responds to a candidate application within an hour builds rapport and loyalty. When screening takes days, the best candidates have already accepted interviews elsewhere. In a tight talent market, slow screening is not just inefficient -- it is commercially damaging. Time-to-fill stretches, cost-per-hire increases, and pipeline velocity stalls.

Tyler is your AI CV Screening specialist. He processes every application the moment it arrives in Greenhouse or Lever. He parses CVs regardless of format (PDF, Word, even image-based), extracts structured data, scores against the role specification using multi-dimensional analysis (skills match, experience depth, career trajectory, cultural indicators), and presents the consultant with a ranked shortlist complete with match rationale. At 8 AM Monday, you see: "412 applications processed across 14 open roles. 35 strong matches shortlisted. Top 5 for Senior Product Manager role: [View Shortlist]."

15+ hrs/wk of junior recruiter time on screening — eliminated

That is why you need Tyler.

How it works

How Tyler works, step by step

Each step is automated. Tyler only escalates when human judgment is required.

⚡ New CV received via email, ATS portal upload, LinkedIn Easy Apply, or job board application

Tyler parses the CV regardless of format, extracting structured data: contact details, work history with tenure calculations, qualifications, technical and soft skills, certifications, location, and right-to-work indicators

⚡ CV data extracted and structured

Tyler matches the extracted profile against the active role specification, scoring on must-have criteria (qualifications, experience years, location, right to work) and nice-to-have criteria (industry experience, specific tools, leadership indicators, cultural fit signals). Each score includes a plain-language match summary

⚡ Scoring complete for a candidate

Tyler categorizes the candidate into tiers: Shortlist (85%+ match), Review (60-84% match), or Archive (below 60%), with a plain-language summary explaining the match reasoning and any gaps that might be worth exploring in an interview

⚡ Candidate placed in Shortlist tier

Tyler creates an enriched candidate record in the ATS with parsed data, match scores, suggested interview questions based on experience gaps or highlights, and a recommended outreach message. Consultant is notified via Slack: "3 new shortlist candidates for Senior PM role. Top match: 94%. [View All]"

⚡ Candidate placed in Review or Archive tier

Tyler sends a personalized acknowledgment email to the candidate referencing the specific role and their relevant experience. Archive-tier candidates are tagged in the ATS for potential future roles based on their skills profile

⚡ CV is ambiguous (career gaps unexplained, qualifications unverifiable), candidate flags accessibility needs, or role requires security clearance verification

Tyler escalates to the consultant with specific questions flagged for human follow-up. The candidate record is marked "Pending Human Review" in the ATS with detailed notes on what needs clarification

What Tyler handles vs. what stays with you

Clear boundaries. Tyler works autonomously within defined limits and escalates everything else.

✓ Tyler handles

✓ Tyler parses the CV regardless of format, extracting structured data: contact...
✓ Tyler matches the extracted profile against the active role specification, sc...
✓ Tyler categorizes the candidate into tiers: Shortlist (85%+ match), Review (6...
✓ Tyler creates an enriched candidate record in the ATS with parsed data, match...

boundary

■ Your team handles

■ All shortlisted candidates are reviewed by a human consultant before client submission
■ Diversity and inclusion considerations in screening criteria are set and audited by humans
■ Candidates who request human contact or raise concerns about automated processing are transferred immediately
■ Tyler does not make hiring recommendations -- he screens and ranks only
■ Rejection decisions for senior or executive-level roles are made by consultants, not Tyler

Integrations

Works inside your existing tools

Tyler connects to the platforms you already use. No new software to learn.

Greenhouse Reads & writes

Lever Reads & writes

LinkedIn Reads from

Slack Writes to

Implementation

From zero to Tyler

Tyler is deployed gradually with measurable checkpoints at every stage.

⏱

Deploy time

6-8 weeks

Monitoring mode first, then gradual rollout

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Data required

✓ Historical placement data with CV-to-hire conversion outcomes (12+ months)
✓ Active and archived role specifications with must-have and nice-to-have criteria
✓ ATS field mapping and candidate record schema in Greenhouse/Lever
✓ CV parsing samples across common formats and industries
✓ Screening criteria documentation and compliance requirements (EEOC, GDPR)

🚀

Pilot process

Pilot screens 500 CVs for 5 active roles, running in parallel with human screening. Week 1-2 Tyler-generated shortlists are compared against consultant shortlists for overlap and quality.

Full validation before production deployment

Your AI team

Works alongside Tyler

These AI employees share data and coordinate with Tyler to cover your full operation.

Deploy Tyler for your recruitment operations

Start with a 90-minute discovery session. We will assess whether Tyler is the right fit for your workflows and show you exactly what changes.

Book a discovery session Back to Recruitment team