Describe the role and your ideal candidate. Emily screens every applicant against it, reaches out, and interviews the ones who fit, so your team only meets finalists. And when the job is better done by an AI agent or an automation, she builds that instead.
Before we start, I'm an AI hiring analyst working with the hiring team, and this call is recorded for them to review. Is now still a good time?
Yes, that's fine.
Great. Tell me about a time you turned a hesitant tour into a signed lease.
I ask what brought them in before I show anything. Then I show the unit that answers that…
Fourteen days free, ten screening interviews included, nothing to install. Plans from $20 a month. Connect an inbox, add a role, and watch the pipeline fill.
No software to install, no ATS to migrate, no sales call. You sign in, connect the inbox you already hire from, and describe the role. Emily does the rest and shows you everything she does.
Continue with Google and name your company. You get a branded careers page and a 14-day trial. No card.
The mailbox your job boards already send applications to. Emily reads them there, writes to candidates from your address, and books calls on that calendar.
A few sentences in your own words. She drafts the posting, must-haves, knockout questions and the interview plan. You edit and approve.
Post your apply link anywhere, or keep using Indeed, ZipRecruiter and LinkedIn. Applicants are screened in minutes and the best are interviewed and briefed for you.
Emily digests every resume, reaches out, books and runs the first-round interview, sets the follow-up task, analyzes each candidate against the rest, and hands your team the best possible hire for the human round. Weeks or months of interview coordination, gone from your calendar.
Weeks or months of coordinating interviews, handled. Your team spends its hours on the people who made it through.
Indeed and ZipRecruiter do not hand out resumes by API. They email them. Emily reads those emails, plus Greenhouse or Lever if you use one.
Every must-have gets a yes, partial, no or unknown with a quote from the resume. Every interview competency gets a 1-5 with the line that earned it.
A natural voice, one question at a time, follow-ups when answers are thin, a clock she keeps to. Sensitive topics are escalated to a human and never scored.
There is no generic script. For each role you tell Emily what a great hire looks like, and she turns that into the screen, the outreach and the first-round interview. Change the brief and the next call changes with it.
Reading resumes, chasing replies, finding a slot, running the first call, writing it up. That is most of a recruiter's day, and none of it needs a person. Emily does it in the background so your team only meets people worth meeting.
Assumes 6 min to read and score a resume, 40 min per screen including outreach, scheduling, the call and the write-up. Edit the sliders; the math is yours.
The cost of a bad hire is months of salary, a re-run search and a team that carried the gap. The cost of a slow one is losing the best applicant to whoever called first. Emily fixes both.
Nobody skims page two. Every resume is scored against the same must-haves with a quote for each answer, and every qualified person gets a call. Volume stops being the reason good people slip through.
Strong candidates are on the market for a couple of weeks. Emily invites them the moment their application is scored, books the call that evening, and has a brief on your desk before the competing offer is written.
Consistent screening means the people who reach your team cleared the same bar, with evidence. Better hires stay longer, ramp faster and cost less to manage. The screening is a fixed cost; the hire compounds.
Nothing to install and no ATS migration. Emily works from the inboxes and calendars you already use. Connect them this evening; read the shortlist with coffee.
Start tonightEmily is white-label. Each company you run gets its own agent name and voice, and each hiring identity connects its own accounts. Nothing is shared between clients.
We posted on Monday. By Thursday Emily had screened 61 applicants, run 14 calls, and booked 4 interviews on my calendar with a one-page brief for each. I read the briefs over coffee.
What a property operations lead's week looks like with EmilyThe transcript with quotes is the part I didn't expect. When a manager asks why someone advanced, I can show them exactly what the candidate said.
What a recruiting coordinator's week looks like with Emily