AI development for HR & recruiting
We build AI for US HR tech companies and talent teams: resume screening, candidate matching, interview copilots, and employee assistants — designed to be auditable and bias-aware, because hiring decisions get scrutinized.
No sales script. You talk to the engineers who'd build it.
Our team works a shifted day so you get real-time standups and same-day turnarounds in your time zone, not next-morning replies.
Every line of code, model weight, and prompt is yours from day one. NDAs and clean IP assignment are standard, not an upsell.
You work directly with the engineers building your system. No account managers sitting between you and the people writing code.
We move from scoping to a working system in production in weeks. Most engagements ship something usable inside the first month.
What we build
Concrete systems we ship, tuned to your data and your stack.
Candidate matching
Match candidates to roles on real skills and evidence, with the reasoning shown, not a black-box score.
Screening & shortlisting
Parse resumes and applications to surface strong fits and cut manual screening time.
Interview copilots
Draft role-specific questions and summarize interviews into structured, comparable notes.
Employee assistants
Answer HR and benefits questions from your policies so your team stops fielding the same ones.
How we work
Scope & evals
We pin down what success means and build the evaluation set before writing the feature, so quality is measured, not guessed.
Build in the open
Weekly demos against real data. You see progress every week and can change direction before it gets expensive.
Ship & instrument
We deploy with logging, cost tracking, and guardrails in place, then tune against production traffic.
Hand off or stay
Take the keys with full docs, or keep us on for iteration. Either way you're never locked in.
Questions, answered
How do you handle bias in hiring AI?
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We design for auditability: decisions carry their reasoning, we test for disparate impact, and humans stay accountable for the final call. AI surfaces evidence; it doesn't quietly filter people out.
Is this compliant with hiring regulations?
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We build with EEOC guidance and laws like NYC Local Law 144 in mind — logged decisions, explainability, and the documentation an audit will ask for. We're not lawyers, but we build so your counsel can sign off.
Will it replace recruiters?
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No. It removes repetitive screening and admin so recruiters spend time on candidates and judgment. The human stays in charge of who advances.
Can it integrate with our ATS?
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Yes. We connect to Greenhouse, Lever, Workday, and custom ATSes over their APIs so candidates and notes stay in the system you already use.
Let's scope your build.
Tell us what you're trying to ship. We'll tell you honestly whether AI is the right tool and what it would take.
Start the conversation