Applicant reply and screening
Every applicant gets your screening questions by email or SMS, with answers saved to their ATS record.
The Problem
Applicants Wait Days for a Reply While Recruiters Sort Resumes
It starts when job ads pull in more applicants than your desk can read, and the best candidates accept another offer before anyone calls them back.
Replies
Applicants wait a week and accept other offers.
Replies
Every applicant gets your screening questions by email or SMS right away.
Screening
Recruiters skim the top of a long pile.
Screening
A summary for each applicant against your must-haves, ranked with reasons.
Database
Past candidates who fit sit unsearched in the ATS.
Database
Matching checks your database before a new ad goes live.
Scheduling
Booking one interview takes a chain of emails.
Scheduling
Candidates pick a slot from the recruiter's live calendar by text.
A new job ad goes live on Monday, and by Wednesday the applicant list is too long to read. Your recruiters skim the top of the pile, call the names they recognize, and leave the rest unanswered. Good candidates hear nothing for a week and take another offer. Meanwhile your ATS holds past candidates who fit the role, but nobody searches it. Booking interviews takes a chain of emails. The work your recruiters do best, judging people, gets the least time.
We start with your intake rules: the must-haves, the deal-breakers, and the questions your best recruiter asks. An AI assistant replies to every applicant, asks those questions, and writes a short summary into your ATS. Recruiters see a ranked list with reasons and approve every shortlist. Candidates hear back as soon as they apply, not after a week of silence.
Every applicant gets a reply
Screening questions go out by email or SMS as soon as someone applies, day or night.
Recruiters approve each shortlist
Rankings come with reasons, and no candidate is rejected without a person reviewing them.
Ready for bias audit rules
Selection data is logged by role, ready for the independent audit NYC Local Law 144 requires.
Our AI for Recruiting Process
From Intake Rules to Live Screening in Five Clear Steps
You approve the screening questions, the ranking rules, and the test results before any candidate sees the assistant, and recruiters keep the final say throughout.
We sit in on how your recruiters screen one role today and where applicants drop off. You get a written scope, the ATS fields we'll read and write, and a plan for the first workflow.
What's Included
What You Get With AI Powered Recruiting Built on Your ATS
Each build covers applicant replies, screening summaries, matching, scheduling, the ATS connection, and the records you need when a candidate or regulator asks how a decision was made.
Compare Options
DeveloperLook vs AI Recruiting Platform vs Manual Screening
A packaged recruiting platform suits teams whose process matches its defaults, and manual screening still works at low volume. Here is where each one breaks down.
| Feature | DeveloperLookBest fit | Recruiting platform | Manual screening |
|---|---|---|---|
| Works in your ATS | Reads and writes your ATS directly | Its own system plus a sync | Copy and paste |
| Screening rules | Your recruiters' rules, written down | Vendor's matching model | Each recruiter's own judgment |
| Applicant reply speed | As soon as they apply | As soon as they apply | Days, when someone has time |
| Recruiter review | Every shortlist approved by a person | Configurable, often optional | |
| Bias audit records | Selection-rate logs built in | Varies by vendor | Rarely tracked |
| Time to start | 2 to 3 weeks | Days, after setup | Starts today |
| Ongoing support | 30 days of tuning, then on request | Vendor help desk | |
| Cost and ownership | Fixed price, you own it | Per-seat monthly fee | Recruiter hours |
DeveloperLook
Recruiting platform
- Works in your ATS
- DeveloperLook: Reads and writes your ATS directlyRecruiting platform: Its own system plus a sync
- Screening rules
- DeveloperLook: Your recruiters' rules, written downRecruiting platform: Vendor's matching model
- Applicant reply speed
- DeveloperLook: As soon as they applyRecruiting platform: As soon as they apply
- Recruiter review
- DeveloperLook: Every shortlist approved by a personRecruiting platform: Configurable, often optional
- Bias audit records
- DeveloperLook: Selection-rate logs built inRecruiting platform: Varies by vendor
- Time to start
- DeveloperLook: 2 to 3 weeksRecruiting platform: Days, after setup
- Ongoing support
- DeveloperLook: 30 days of tuning, then on requestRecruiting platform: Vendor help desk
- Cost and ownership
- DeveloperLook: Fixed price, you own itRecruiting platform: Per-seat monthly fee
Projects We've Built
HR and Recruiting Projects We Have Built
Recruiting software sites, HR dashboards, and staffing apps we designed and built. They show our work for HR teams, not the AI screening on this page.
CognifyHR AI Recruitment Website and HR Dashboard
- HR & Staffing
- Technology
- Dashboard
Saasmo Recruiting Software Web Design & Development
- Technology
- HR & Staffing
- SaaS Platform
Login HR Staffing App Design & Development
- HR & Staffing
- Portal
- Dashboard
Upsen HR Management App Design & Development
- HR & Staffing
- Dashboard
- Mobile App
What Our Clients Say
What Clients Say After Launch
Feedback from teams we have built websites, apps, and platforms for.
We had a pretty specific idea of what we wanted our website to become, but I wasn’t sure how easily we could explain all of it to a development team. There were quite a few moving parts, and we were working toward a deadline, so I expected a few things to get lost along the way. That never really happened. They understood what we were trying to achieve, kept us updated throughout the process, and got everything ready within the agreed timeline. The final site feels much easier to navigate, works beautifully on mobile, and is noticeably smoother for our customers. It was a huge relief seeing the original idea actually turn into the website we had in mind.
The mobile experience is probably my favourite part of the new site. We had spent a lot of time making sure the desktop version looked right, and the team kept pushing us to think about how everything would actually feel on a phone too. They were right. The navigation is clean, the interactions feel natural, and everything we’ve tested so far works exactly as it should. They also went through the links, forms, integrations, and other details more than once before launch, which I really appreciated. And even after going live, we could still reach out when something came up. The whole process felt friendly, organised, and surprisingly straightforward.
What I appreciate most is that the website is actually easy for us to manage now. We can update content ourselves instead of sending a developer a message every time we need to change something small. They also paid attention to the technical SEO side, which mattered to us because we didn’t want a new website to create problems for the traffic we already had. I’ve probably asked more questions than I should have since launch, but every question has been handled patiently and without any fuss. The team is easy to work with, they explain things clearly, and when we need something changed, they focus on getting it done rather than making the process complicated.
1,250+
Projects shipped
10+
Years of experience
Top 3%
Upwork Top Rated Plus
5 stars
Average review score
1,250+
Projects shipped
10+
Years of experience
Top 3%
Upwork Top Rated Plus
5 stars
Average review score
Want results like these?
Tell us what you are building. You get a reply within 24 hours on business days, then a written estimate.
Work Culture
Why Recruiters Trust Us With Their Hiring Workflow
We build AI for recruitment the way a careful hiring manager works: clear criteria, written reasons for every ranking, and a person signing off on each decision.
Hiring law shapes the design
NYC Local Law 144, the Illinois AI Video Interview Act, and the EU AI Act all treat hiring AI with extra care. We build notices, logs, and human review in from day one.
Reasons, not black boxes
Every ranking shows the must-haves a candidate met or missed. Recruiters can explain a decision to a candidate or client without guessing what the model saw.
Honest about your ATS
If Bullhorn, Greenhouse, or your job board already does what you need, we'll say so before we quote. Our build covers only the gaps those tools leave.
Protected traits stay out
Names, photos, ages, and other protected details are kept out of the ranking step. That lowers the chance of bias creeping in through the data.
You own rules and prompts
Screening rules, prompts, and code belong to you at handover. You can change model providers or ATS platforms later without starting over.
One recruiter as our partner
We work with one lead recruiter per desk during the build, about 1 hour a week. The rules come from people who place candidates, not from us.
Overview
Who builds AI for recruiting that works inside your ATS?
DeveloperLook builds AI for recruiting that connects to Bullhorn, Greenhouse, Lever, and other ATS platforms. We build applicant screening, candidate matching, outreach drafts, and interview scheduling, with a recruiter approving every shortlist. Projects start at $1,150, most take 2 to 3 weeks, and you own the prompts and code.
DEVELOPERLOOK
Project facts · AI for Recruiting
- Service
- AI for Recruiting (screening, matching, outreach, and scheduling agents)
- Typical timeline
- 2 to 3 weeks for screening, 6 to 10 weeks multi-desk
- Platforms
- Bullhorn, Greenhouse, Lever, Workable, and JobAdder
- Built with
- OpenAI, Anthropic Claude, Twilio, Python, and Node.js
- Experience
- 10+ years of development experience and 1,250+ shipped projects
- Post-launch support
- 30 days of tuning after launch
- Communication
- Calls in US, UK, and AU business hours
- Starting price
- From $1,150 USD, fixed scope after a free discovery call
Reviewed 28 Oct 2026 by Saimul Islam
Good fit
Staffing agencies with high-volume roles
Your recruiters open hundreds of applications for one warehouse role and call back a few. You want AI for recruiters that reads the rest and flags who fits.
In-house talent teams at growing companies
Your small team covers dozens of open roles, and candidates wait a week for a reply. You want AI in recruiting that answers them the day they apply.
Agencies sitting on an unused ATS database
Your Bullhorn database holds years of placed and runner-up candidates, and nobody searches it before paying for a new job ad.
Employers hiring for New York City roles
You use automated screening for NYC roles and need the selection-rate data and candidate notices that Local Law 144 requires.
HR tech vendors and recruitment marketing agencies
You sell to staffing firms and want AI for recruiting agencies built under your brand, with ATS connections and audit-ready logs included.
Not a fit
Budget under $1,150
Your budget is under $1,150, or your job board's built-in screening already covers you. Try that first, and if it does the job, we'll tell you before we quote.
Auto-reject without review
You want AI to reject candidates with no recruiter review. We don't build that, because it removes the human check that bias rules and good hiring depend on.
HR after the hire
Your need is HR after the hire: onboarding, policy questions, or payroll help. Our AI for HR Solutions page covers the employee assistant for that.
No careers site yet
You need a careers site or job board before any AI. Our Recruitment Agency Website Design service builds that first, and AI screening can follow later.
Not sure we're the right fit?
Book a free call or message us. We'll tell you honestly whether we're the right team.
Pricing
Transparent Starting Prices for AI for Recruiting
These are starting points in USD. Your final price depends on your ATS and the number of desks, and you get a fixed proposal after a free discovery call.
For Agencies
White-Label AI Recruitment Builds for Agencies and HR Tech Vendors
You own the client relationship. We supply the engineering: ATS connections, screening and matching agents, scheduling, and the audit logs your clients will ask about. Everything ships under your brand, on your timeline.
How the partnership works
White label: your client only ever sees your brand
Your clientSees only your brand
You, the agencyOwn the relationship
DeveloperLookBehind your brand
Share the brief
Send the client's roles, ATS, and screening rules, and we reply with questions.
- Client needs
- You share the details
- Details received
We propose and staff
You get a fixed proposal, a data plan, and a named team.
- Scope and plan
- Proposal to resell
- Your quoteYOUR LOGO
Build and hand off
We build under your brand, test on past roles, and hand over documentation.
- Done by our team
- Your brand on it
- Handed to your clientDone
- Your client
- You, the agency
- DeveloperLook
Share the brief
Send the client's roles, ATS, and screening rules, and we reply with questions.
- Client needs
- You share the details
- Details received
We propose and staff
You get a fixed proposal, a data plan, and a named team.
- Scope and plan
- Proposal to resell
- Your quoteYOUR LOGO
Build and hand off
We build under your brand, test on past roles, and hand over documentation.
- Done by our team
- Your brand on it
- Handed to your clientDone
Partner with DeveloperLookDelivered under your brand
The Right Technology for Your Project
Technology Stack
We connect to the ATS your recruiters already use and pick models whose data terms keep candidate information private.
OpenAI
Anthropic Claude
Google Gemini
Azure OpenAI
- Bullhorn
- Greenhouse
- Lever
- Workable
- JobAdder
Twilio- Google Calendar
- Microsoft Outlook
Slack
Python
Node.js
PostgreSQL
AWS
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Related Services
Recruiting AI often lands next to a better careers site and other AI agents. Our sibling pages cover AI for other professional firms.
Recruitment CRM Development
DeveloperLook offers recruitment CRM development for staffing and recruitment agencies. We build custom recruitment CRM software that links candidates, clients, and job orders in one record and syncs cleanly with your ATS, job boards, and inbox.
AI Solutions for Small Business
DeveloperLook builds AI solutions for small business owners without IT staff: a roadmap of the tasks worth automating, then automations, assistants, and AI agents inside the tools you already use. AI for small business should start small, so we begin with one task.
AI for Accountants and Accounting Firms
DeveloperLook builds AI for accountants and accounting firms: client document intake, invoice capture, and close assistants connected to QuickBooks Online or Xero. AI for accounting firms works best with an accountant approving each entry, so every workflow has review built in.This page
AI for Recruiting
Pairs with the 6 services around it
Recruitment Agency Website Design
DeveloperLook provides recruitment agency website design and development for staffing firms and recruiters. We build job search, mobile applications with CV upload, and employer pages, with every role synced from your applicant tracking system.
AI Agent Development Services
DeveloperLook provides AI agent development services for business workflows: agents that qualify leads, read documents, and update your systems, with guardrails, human approval, and tests on your real cases. Custom AI agent development on a fixed scope.
AI for HR Solutions
DeveloperLook builds AI for HR solutions for HR teams at growing companies: an employee assistant in Slack or Microsoft Teams that answers policy and benefits questions from your handbook, reads HRIS data for the person asking, and hands sensitive cases to HR staff.FAQ
Frequently Asked Questions
Straight answers on cost, candidate matching, bias audit rules, and how AI in recruiting fits the way your desk works.
Saimul IslamFounder & CEO, DeveloperLookStill have questions?
Send a message or book a call with the team.
A recruiting AI setup starts at $1,150 for a screening assistant that replies to applicants and writes summaries into one ATS. Matching, outreach, and scheduling agents start at $3,300, and a multi-desk program starts at $7,200. The model provider bills AI usage directly, and a free discovery call gets you a fixed quote.
A screening assistant takes 2 to 3 weeks, and a multi-desk program takes 6 to 10 weeks. The longest step is testing on closed roles, because the shortlists have to match how your team really hires. Your launch date is in the proposal, and one desk goes live before the rest.
Use it on the slow, repetitive steps: replying to applicants, summarizing resumes, searching your database, and booking interviews. Keep the hiring decision with a recruiter. Most teams start with screening on one high-volume role, measure how fast candidates hear back, then add matching and scheduling.
AI helps recruiting by doing the reading and scheduling that fill a recruiter's day. It answers applicants as soon as they apply, ranks them against your must-haves with reasons, and finds past candidates who fit. Recruiters spend the time on calls, client work, and closing offers instead.
AI is making speed the default, since candidates now expect a reply the day they apply. It's also bringing new rules. NYC Local Law 144 requires a bias audit and candidate notice for automated screening tools, and the EU AI Act treats hiring AI as high-risk. Fast and documented now go together.
Recruiters use AI matching to compare a role's requirements with every profile in their ATS, not just new applicants. The tool reads skills, past roles, and location, then ranks candidates with the reasons shown. In our builds the recruiter reviews each match, and details like age or photos stay out of the ranking.
Give each agent one job with clear limits: one screens, one drafts outreach, one books interviews. AI agents for recruiting work through your ATS and calendar APIs and hand off to a recruiter at set points. They don't send offers or reject anyone on their own, so a person stays accountable.
Use it to keep every candidate informed between steps. An assistant answers questions about the role, pay range, and next steps by SMS or email, sends interview reminders, and follows up after silence. Recruiters see the full conversation in the ATS record, so nothing said to a candidate is hidden.
Evaluate them on numbers you already track: time to first reply, time to fill, recruiter hours per placement, and cost per hire. Run one role through the platform for a few weeks and compare it with a similar role screened by hand. Then weigh the per-seat price against a one-time build.
Choose one that shows why it ranks each candidate, keeps a person in every decision, and gives you selection-rate data for a bias audit. Ask where candidate data is stored and whether it trains the vendor's models. If no platform passes those checks, a custom build on your ATS can.
Saimul IslamFounder & CEO, DeveloperLookStill have questions?
Send a message or book a call with the team.
Free 30-min callGoogle Meet
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