Your first AI employee works in people.
Hiring is the most human thing a company does and, underneath, the most mechanical. The mechanical half is where the month goes. Kastor's recruiting agent takes that half completely: posting, screening every application against your scorecard, collecting what is missing, and putting the interview on the calendar. A person still makes every decision.
- Post the role and route every applicant
- Screen against the scorecard you wrote
- Collect documents and answers from the candidate
- Put the interview on the manager's calendar
Reposting, reading, chasing, and calendar tennis.
Ask anyone who has run a vacancy recently. The genuinely valuable work, judging whether somebody will be good and whether they want to come, occupies a small fraction of the time. The rest is administration that gets worse the more applications you receive, which means success at the top of the funnel is punished.
Post and route
The role goes out to your boards the moment it is approved. Every applicant lands in one pipeline instead of four separate inboxes that nobody quite owns.
Screen and score
Every single application read against the scorecard you wrote. Not the first forty. All of them, at two in the morning, to exactly the same standard as the first one.
Collect and verify
The agent asks the candidate directly for whatever is missing. Certifications, right to work, portfolio links, and the answers to your knockout questions.
Schedule
It reads the manager's calendar, offers real slots, confirms and sends the brief. No back and forth, and no strong candidate lost to a slow reply.
You are not trying to hire faster for its own sake. You are trying to stop losing good candidates to your own response time.
The strongest applicants are in three processes at once. The one that replies on Tuesday beats the one that replies the following Monday, almost regardless of which job is better.
Every application read. Not just the ones on top.
This is the change that matters most and gets talked about least. A human reviewer reads the first forty carefully and the next hundred and seventy quickly, because they are human. The agent applies the same standard to all of them, which is both fairer and better at finding the person buried at number one hundred and forty.
Your managers spend their hiring time meeting finalists rather than working through an inbox.
Example figures for a single open role. Not a customer result.
Six steps run themselves. Two belong to a person.
Approving the role and choosing the human being are the two decisions that should never be delegated to software. Everything between them is scheduling and paperwork.
Illustrative sequence. Scorecards, knockout questions and approval points are yours to define.
Automated screening carries real obligations.
This is the most powerful thing on the site and the one most capable of causing harm if it is built carelessly. So here is exactly how it is constrained, including the part where you need to take your own advice.
A person makes every hiring decision
The agent ranks, collects and schedules. It does not reject, and it does not decide. Advancement past screening is a named human action, recorded as one.
The reasoning is recorded and reviewable
Why a candidate scored what they scored, against which criterion, is written to the record. You can audit it, challenge it, and show it to somebody who asks.
You own the criteria
The scorecard is yours, written by you, changeable by you. The agent does not infer criteria from your past hires, which is the mechanism by which these systems usually go wrong.
Check your local obligations
Several jurisdictions now regulate automated employment decision tools, including notice, bias auditing and candidate disclosure requirements. New York City is currently the strictest. Take advice for the places you hire in before switching screening on.
Hiring is the headline. It is not the whole department.
Roles, applicants and where each one sits
One pipeline per role with stage, age and owner, so the question of what is happening with a vacancy has an answer without a meeting.
Screening against your own scorecard
The criteria you wrote, applied consistently to every application. The reasoning is recorded against each candidate so a decision can be reviewed later.
Interviews scheduled without the back and forth
Real availability from the manager's calendar, offered to the candidate, confirmed, with the brief attached before anyone walks in.
Onboarding and offboarding that run themselves
Checklists per role and location, documents requested, access provisioned on the start date and revoked on the last one without anybody chasing IT.
Time off, approvals and a shared calendar
Entitlement, balance and cover checked before the request reaches an approver, and the team calendar updated the moment it is decided.
Fully loaded cost per person and per team
What your headcount genuinely costs once salary, employment cost and everything attached is included, sitting next to the revenue those teams support.
Onboarding and absence, handled quietly.
A first day that works is the cheapest retention investment available, and it fails for entirely logistical reasons. Time off is the same: the delay is never the decision, it is the checking that has to happen before somebody can decide.
The two administrative jobs most likely to slip in a busy week stop depending on a busy week.
- Right to work and document expiry tracking
- Probation and review dates that prompt themselves
- Team calendar with cover visible before approval
- Leaver checklists, including access removal
- Run the checklist for that role and location
- Request the documents the new starter owes you
- Schedule the first week and introduce the team
- Provision access the moment the start date lands
- Check entitlement, balance and team cover
- Flag any clash with a delivery commitment
- Route to the right approver with the context
- Update the shared calendar once decided
Consistent, and considerably faster.
What the agent never does
Reject a candidate. Make an offer. Decide who advances. Infer criteria you did not write. Act on anything it cannot show you the reasoning for.
What it always does
Read every application to the same standard. Record why it scored what it scored. Reply quickly enough to keep a good candidate interested. Hand the decision to a named person.
Hiring and absence, on the same record as everything else.
The funnel is where the recruiting agent does its work, and the calendar is what the rest of the business needs to see. Both sit beside delivery and finance rather than in a separate system nobody opens.
Open roles and the funnel underneath them
Who is away, and who approved it
Screens are from a demonstration workspace. Records, names and figures are illustrative and are not a customer result.
People costs show up everywhere.
Bring one open role to the call.
A live vacancy and the scorecard you would use. We will run a screening pass in front of you and show you exactly what gets recorded against each candidate, including the reasoning.