Recruiter automation

Automation for recruiters that finds, scores and contacts candidates, with a recruiter approving every message.

It searches for candidates against each role's must-haves, ranks them, drafts personal outreach and sorts the replies. Your recruiters approve what goes out and spend their day on the calls. At Best People it scanned over 10,000 profiles a day.

Book a call What we automate

A quiet meeting room with two chairs at a round table, a notebook and two coffees

New shortlistScored against the role

Candidate repliedSorted as interested

The problem

Where a recruiter's week actually goes

At Best People, about 90% of each recruiter's time was going on manual research, CRM updates and outreach coordination. About 10% was actual recruiting.

With a split like that, the only way to grow is more recruiters, on margins that often can't carry them. The real limit is screening volume: one person can only properly look at so many profiles in a day.

A recruiter's time at Best People, before

Research, CRM updates and outreach90%

Actual recruiting10%

About 90% admin, about 10% recruiting.

The system

Automation for recruiters, from sourcing to the ATS

Sourcing: scanning thousands of profiles a day against the roles you're filling
Scoring: checking each candidate against the role's must-haves and nice-to-haves, so recruiters only see the ones worth a look
Contact details: finding the right email or number for the shortlist
Outreach: personalized first messages and follow-ups, drafted by AI and approved by a recruiter before they go
Reply sorting: every reply filed as interested, not interested, neutral or other, with the interested ones pushed to the top
Follow-ups: chasers that stop the moment someone replies
Updates: your ATS or CRM kept current without anyone typing it in, and a summary in Slack

How a role runsLive example

Client result

Best People: 4.5x the capacity, same team

Best People's recruiters were each managing their placements by hand. Growth meant hiring, and the margins wouldn't support it.

We built a system that scanned over 10,000 profiles a day, scored and filtered candidates with AI, and ran personalized outreach with replies sorted into four groups. Recruiters approved every message before it went.

The result: 4.5x the capacity, a $2.2M revenue path that was out of reach before, and no new recruiters.

"Before Storm helped with automation, the task I was doing was basically unscalable. Now the systems are in place I can actually grow the business."
Founder, Best People

Read the Best People case study →

4.5×the capacity, with no new recruiters

Integrations

Built around your tools

We connect to what you already use. For one recruiting client the pipeline runs from LinkedIn through contact-finding and Lemlist outreach into Slack and their Ashby ATS, with a live dashboard showing every candidate and every reply waiting for a recruiter. If you use a different ATS or outreach tool, we check its connection options after the first call.

LinkedInContact-findingLemlist outreachSlackAshby ATSLive dashboard

Safeguards

Your recruiters stay in charge

Every message is approved by a person before it's sent, and it goes out from the recruiter's own account in their own voice.
The AI does the research and the drafting. The relationship stays with your recruiter.

Admin check

How much recruiter time goes on admin?

Two sliders. Your own numbers.

Recruiters on your team

Hours each spends per week on research, CRM updates and outreach admin

Recruiter time on admin, each year

full-time recruiters

Book a call

Based on 1,800 working hours per full-time person per year. On a call we work out how much of it AI can take.

Questions

About AI recruiting.

Start with the parts that are pure volume: sourcing, screening against the role, finding contact details, first outreach, chasers, sorting replies and updating the ATS. Keep people on the parts that need judgment: the conversations, the shortlist decisions and the relationship with the client.

Not the good ones. AI is fast at research and admin. It isn't the one a candidate trusts on a call, or the one a client calls when a hire goes wrong. Taking the admin away is what lets each recruiter handle more.

Each message is drafted from the candidate's profile and the role, then checked and sent by the recruiter, from their own account. It reads like the recruiter because the recruiter approves it.

No. It works with the ATS and outreach tools you already have and keeps them up to date.

It depends on what you already use. For one recruiting client we connected LinkedIn, a contact-finding tool, Lemlist outreach, Slack and their Ashby ATS, with a live dashboard showing every candidate and every reply waiting for a recruiter. We build around the ATS and outreach tools you already have.

A focused system like this usually takes two to four weeks to get working, then we tune it on real roles.

A fixed fee per phase, agreed before we start. See our guide on what AI automation costs for typical market ranges.