HR teams drown in CV screening, candidate status updates, interview scheduling tetris, and onboarding admin chase. Rebotify builds a named AI recruiter that handles the operational backlog: reviewing CVs and drafting screening notes, drafting candidate communication, scheduling interviews across calendars, chasing missing onboarding documents, and synthesising exit-interview feedback. Every candidate-facing action waits for recruiter sign-off. No unsupervised rejections. No ghosting. Live in 48 hours.
Mia is our AI employee. Email her — she’ll book your 15-minute call. That’s the demo.
If this is your week
For each role, 50 to 200 CVs arrive over two weeks. Reviewing each one, noting fit against criteria, and sending rejection notes takes 30 to 40 hours. Urgency means some candidates never hear back.
Candidates ask for update emails on the same questions: where in the process are they, when will they hear back, and what is next. Recruiters draft similar responses 10 times a day. Busy weeks mean delayed replies and candidate frustration.
Finding a time that works for the candidate, the interviewer, the hiring manager, and the office requires five rounds of back-and-forth emails. By the time a slot is booked, the candidate has accepted an offer elsewhere.
What changes
The outcome is a recruiting flow where CV screening, candidate updates, and interview scheduling happen as drafts in the recruiter queue.
Each CV scored against role criteria and prior hires. Recruiter reviews fit assessments, not raw CVs.
Status updates and next-step emails draft themselves with candidate name and role context. Recruiter approves tone and sends.
Every candidate-facing message waits for recruiter sign-off. Anti-bias guardrails apply to screening criteria.
The role
AI for HR works best when it handles the grunt work so your recruiter focuses on judgment and relationships. A managed AI employee screens CVs against role criteria and drafts feedback notes, drafts status updates and rejection letters for recruiter review, finds calendar overlap and proposes interview slots, tracks onboarding task checklists and sends reminder emails, and summarises exit interviews for retention patterns. All candidate-facing drafts and decisions pause for recruiter sign-off before sending.
In production
Three jobs the AI employee runs from week one, drafted for review before send.
EXAMPLE · 01
A senior-ops role opens on Monday. By Wednesday morning, 80 CVs have arrived. The AI screens each one against the role brief, flags 12 strong fits and 18 maybes, and drafts a brief assessment for each. Recruiter narrows to 30 interviews over two hours instead of two days.
EXAMPLE · 02
A candidate applies Tuesday and would normally hear nothing until Friday. With AI drafting, the candidate receives a personalised status email Wednesday morning confirming receipt and next steps. If shortlisted, a calendar link arrives Thursday with three proposed times. Candidate books Friday, interview is scheduled.
EXAMPLE · 03
A new hire accepts the offer Tuesday. Onboarding checklist assigns docs, tax forms, and references. Friday, new hire has not yet submitted. AI sends a friendly reminder Friday afternoon. Monday morning new hire completes. Onboarding starts on time.
48-hour build
The AI employee reads each CV, checks skills and experience against role requirements and previous hires, and drafts screening notes with a fit assessment. Recruiter reviews in two minutes, approves the feedback, or rewrites before sending.
Status update requests, rejection emails, next-stage invitations, and offer confirmations are drafted with candidate name and role context. Recruiter reviews tone and compliance before sending; no form-letter coldness.
The AI finds calendar overlap between candidate and interviewers, proposes times, and sends scheduling emails. Follow-ups are handled if the candidate misses the first request. Recruiter reviews confirmations before locking calendars.
After offer acceptance, the employee tracks required documents, sends reminder emails for missing paperwork, and flags blockers. New hires stay on track; HR does not have to manually chase every submission.
Human control
Screening notes, status updates, rejections, and interview confirmations wait for recruiter review and approval. No autonomous send, no ghosting, no candidate frustration.
Every CV assessment includes the criteria used, the specific skills matched or missed, and references to previous similar hires. Recruiter can verify reasoning and catch bias.
Screening focuses on role requirements and experience, not demographics. Recruiter defines the playbook; AI applies it consistently. Deviation flags prompt human review.
Choose another workflow if
Good first week looks like
AI for HR and recruitment works through recruiter sign-off, source-backed screening notes, and anti-bias guardrails. The frame is candidate-experience acceleration, not autonomous hiring.
Claim boundary
We do not claim autonomous rejections, replacement of recruiter judgment on culture fit, or unbiased screening without active recruiter oversight.
Reference point
Fair Work Ombudsman guidance emphasises that hiring decisions and candidate communications must be subject to documented recruiter accountability.
Reference point
AHRI research on AI in HR shows the most successful implementations remove screening drudgery while keeping recruiter judgment on culture-fit and bias review.
Reference point
OAIC guidance on AI use covers obligations under APP for candidate data handling and decision transparency.
AI for HR works best when it handles the grunt work so your recruiter focuses on judgment and relationships. A managed AI employee screens CVs against role criteria and drafts feedback notes, drafts status updates and rejection letters for recruiter review, finds calendar overlap and proposes interview slots, tracks onboarding task checklists and sends reminder emails, and summarises exit interviews for retention patterns. All candidate-facing drafts and decisions pause for recruiter sign-off before sending.
AI for HR is best for AU mid-market HR managers, in-house talent acquisition leads, and recruitment-agency owners doing 30 or more placements per year with a repeated workflow, a clear human owner, and enough examples to teach the AI employee what good work looks like.
Rebotify maps the workflow, writes the first operating playbook, connects the minimum tools, and puts useful drafts, checks, or summaries into a human approval queue.
Yes. Rebotify normally starts with human approval for customer-facing, financial, legal, or policy-sensitive actions. The AI employee prepares the work and escalates uncertainty.
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Mia is our AI employee. Email her — she’ll book your 15-minute call. That’s the demo.