Faster shortlists, no ghosted candidates, people still hire
AI agents for talent teams and staffing agencies that screen applications with reasons you can read, book interviews and keep every candidate informed. Recruiters and hiring managers decide who moves forward.
Screening · Interviews · Candidates · Onboarding · Helpdesk
01 In short
What does Exyconn build for HR and recruitment?
AI for HR and recruitment is software that handles the coordination work of hiring and HR, such as reading applications, booking interviews, answering candidates, preparing offer paperwork and replying to employees' routine questions, so recruiters and HR people spend their time with candidates and managers. Exyconn designs, builds and runs these agents on your applicant tracking system (ATS), HRMS, job boards and WhatsApp. The agent ranks and explains; a person decides who is shortlisted, interviewed and hired.
Why talent teams are doing this now
- A single job post on Naukri, LinkedIn or Indeed can bring in more CVs than a recruiter can read properly that week.
- Candidates expect an answer on WhatsApp, and good ones accept another offer while they wait.
- Panel interviews depend on four calendars, and every reschedule costs a day.
- HR inboxes fill with the same questions about leave, payslips and Form 16 every month.
- Rules on automated hiring tools, such as New York City's bias-audit law and the EU AI Act, expect human oversight and an explanation for each ranking.
02 The reality
Where recruiters' and HR teams' hours actually go
Talk to any talent lead or HR manager and the list is the same. Very little of it is judging people; most of it is moving information around.
- R/01
Hundreds of CVs per opening
Applications arrive from job boards, referrals and the careers page in different formats. Recruiters skim them in seconds each, and strong people with unusual CVs get missed.
- R/02
Interview calendar juggling
Matching panel members, candidates on notice and meeting rooms takes long email threads. One cancellation means starting again.
- R/03
Candidates left waiting
Applicants hear nothing for weeks, ask the same status question repeatedly and drop out. Rejected candidates often get no reply at all, which follows the employer's name around.
- R/04
Offer and joining paperwork
Offer letters, approvals, background verification, PF and bank details, policy acknowledgements. Each joiner means a checklist chased over email until day one.
- R/05
The same HR questions every month
How many leaves do I have, where is my payslip, when will Form 16 come, what is the reimbursement policy. Each answer is in the HRMS, but people still email HR.
- R/06
Hiring data nobody trusts
Time to hire, source of hire and drop-off by stage live across the ATS, spreadsheets and recruiters' notes, so reports are rebuilt by hand for every leadership review.
03 Use cases
Six jobs AI takes off your talent team
- 01
Sourcing and CV screening
Reads every application in your ATS against the role's must-have and nice-to-have criteria and writes a short reason for each ranking. It also searches your past applicants for people who fit a new role. Recruiters choose the shortlist; no one is rejected automatically.
- 02
Interview scheduling
Offers candidates slots that work for the whole panel from shared calendars, sends invites with video links, handles reschedules and reminds interviewers to submit feedback in the ATS.
- 03
Candidate updates and Q&A
Keeps candidates informed at each stage on WhatsApp or email and answers questions about the role, process, location and benefits from your approved content. Salary and offer questions go to the recruiter.
- 04
Offers and onboarding documents
Prepares offer letters from approved compensation in your templates, routes them for approval and e-signature, then collects joining documents, bank and PF details and starts background verification in the HRMS.
- 05
Employee helpdesk
Answers employees' questions on leave balance, payslips, tax declarations, reimbursements and policies from the HRMS and policy documents, on chat or WhatsApp. Sensitive matters such as grievances go straight to a named HR person.
- 06
Hiring analytics
Reports time to hire, source of hire, stage drop-off and offer acceptance by role and recruiter each week, and shows selection rates by stage so your team can check for skew.
04 A day with it running
One day at a 600-person company's people team
A Wednesday with fourteen open roles and three joiners next week. Each moment lights the part of HR the agent is working on.
-
08:45
A payslip question answered before HR logs in
An engineer asks why his take-home pay dropped this month. The agent shows him the new tax deduction from his updated declaration in the HRMS and links the payslip.
-
09:30
Overnight applications, read and ranked
Two hundred and twelve applications for a backend role came in from job boards. The recruiter opens a ranked list with a one-line reason for each and picks fourteen for a phone screen.
-
11:10
A four-person panel, booked
Six candidates need final rounds with the engineering head, two leads and HR. The agent books all six across Thursday and Friday and sends every invite.
-
14:20
An offer out the same day
The hiring manager approves a candidate at lunch. By mid-afternoon the offer letter is drafted from the approved salary band, signed by the HR head and sent for e-signature.
-
18:30
A candidate's evening question
A candidate asks whether the role allows two days from home. The agent answers from the approved job details and lets her know when the panel's decision is expected.
-
21:00
The weekly hiring picture
The talent lead's report shows that most drop-off for sales roles happens between offer and joining, and that one source brings few hires. Both go on Friday's agenda.
05 How it connects
Built on the systems you already run
06 By team
What it looks like for your kind of team
Many clients, many roles, fast
Staffing & RPO agencies
Agencies are paid for speed and fit. Agents screen against each client's brief, search your existing candidate database first and keep candidates engaged between rounds so fewer drop out.
- Screening against each client's brief
- Re-engaging candidates already in your database
- Per-client pipeline reports
Hiring without a large HR team
Growing companies
When one or two people handle all hiring and HR, coordination takes most of the day. We start with screening and scheduling, then add an HR helpdesk once the team is larger.
- Works with common ATS and HRMS tools
- Interview scheduling across busy managers
- Offer letters from your templates
Volume, policy and audit
Enterprises & HR shared services
Large employers run campus drives, high-volume hiring and an HR service desk for thousands of employees. Agents take the routine queries and coordination, with role-based access and a full record of every action.
- Campus and high-volume hiring coordination
- Employee helpdesk across locations
- Selection-rate reporting for bias reviews
07 Rollout
Live on real requisitions in weeks
We start with scheduling and candidate updates, which carry no hiring decision, and add screening once your recruiters agree with its reasons.
-
01 · Week 1
Map your hiring and HR flow
We list your ATS, HRMS and job boards, read a sample of job descriptions and candidate messages, and agree which steps stay with people.
-
02 · Weeks 2–4
Scheduling and candidate updates
The agent goes live for a few roles, booking interviews and answering candidates, with recruiters watching every message at first.
-
03 · Weeks 5–8
Screening, offers and helpdesk
Screening runs alongside recruiters until rankings agree with their judgement, then offers, onboarding and the HR helpdesk are switched on.
-
04 · Ongoing
Run and improve
We monitor answers and rankings, review selection rates by stage with your team and update criteria as roles change.
08 Related
What HR teams pair this with
- AI/01
AI HR and recruitment
Screening, scheduling and onboarding automated with bias controls built in.
- Screening
- Scheduling
- Onboarding
- AI/02
AI recruitment marketplace
Two-sided hiring platforms with matching that improves as they are used.
- Matching
- Platform
- Staffing
- AI/03
AI governance and guardrails
Policy, controls and evidence for AI used in hiring decisions.
- Bias
- Oversight
- Audit
09 FAQ
Questions HR and talent teams ask us
Will AI decide who gets hired or rejected?
No. The agent ranks applications with a written reason and handles coordination, but recruiters choose the shortlist and hiring managers make the decision. It never rejects a candidate on its own, and every ranking can be overridden.
Which ATS, HRMS and job boards does it work with?
Any applicant tracking system, HRMS or payroll tool with an API or a reliable export, plus job boards, background verification providers, e-signature tools and Microsoft 365 or Google calendars. In the first week we confirm what your stack lets the agent read and write.
How is candidate and employee data protected, and is screening fair?
Data stays in your ATS and HRMS or a private environment set up for you, access is role-based and every action is logged. The setup follows the DPDP Act 2023 in India and the GDPR in Europe. Screening uses only job-related criteria you approve, and we report selection rates by stage so your team can review them. If you hire in New York City or the EU, we help you meet the bias-audit and human-oversight rules that apply there.
Can candidates and employees use their own language?
Yes. The agent replies in the language a person writes in, including Hindi and other Indian languages, which helps for blue-collar and campus hiring as well as for employee questions.
What happens when the agent cannot answer?
It tells the person who will follow up and by when, then passes the conversation to the right recruiter or HR contact with the history attached. Unanswered questions are reviewed and added to the approved content.
How much does it cost?
It depends on hiring volume, headcount and the systems involved. Most teams start with scheduling and candidate updates for a few roles; tell us about your hiring and we'll send a fixed quote for that first phase.
Next step
Give us one open role and its applicants
We'll return a ranked shortlist with a reason for each candidate, so your recruiter can compare it with their own. No obligation.