Your AI team screened 412 CVs, scheduled 22 interviews, and flagged 1 red-flag reference while you slept.
Six AI employees work inside your Greenhouse, Lever, and LinkedIn — screening CVs in 30 seconds, keeping every candidate informed, scheduling multi-panel interviews, and matching roles to your database. Then they send you one Slack message with [Approve] or [Review]. You make 10–15 decisions a day. They handle everything else.
What is the 100xforce
Workforce for recruitment?
A team of 6 specialized AI employees that handle the operational work recruitment teams usually spread across junior staff — CV screening, candidate communication, interview scheduling, job matching, and more. Each agent works inside your existing tools, escalates exceptions to a human, and is deployed in 8 to 12 weeks.
Agency quadruples screening throughput
A staffing agency deployed AI agents for CV screening and candidate communication — processing 4× more applications per recruiter, cutting time-to-fill by 28%, with positive ROI inside 90 days.
Read the full case study →Here is what your AI team
would have caught today
Each scenario below costs recruitment agencies thousands per month. Your AI employees catch them automatically and ask you what to do.
Your Senior PM role received 200 applications over the weekend. Your consultant will spend Monday and Tuesday screening them, 13+ hours of reading CVs. Meanwhile, the top 3 candidates are interviewing with competitors by Tuesday afternoon.
"200 CVs processed. 12 shortlisted (85%+ match). Top match: James Park, 94%, 8yr PM at Stripe. [View Shortlist]"
David Kim accepted an offer for a Frontend Engineer role. Start date is in 2 weeks. References have been pending for 5 days — one referee is not responding, the other submitted a concerning review. The client is asking why the start date keeps slipping.
"Reference flag: David Kim. Referee 1 rated 2/5 on team collaboration, noted ‘preferred working alone.’ Referee 2 completed: 4.5/5, strong endorsement. [Review Full Reference]"
A new Director of Engineering role just landed from your best client. Your team plans to post on LinkedIn and Indeed, $2,400 in job board fees. Meanwhile, you have 8,000 candidates in your ATS from the last 3 years, 6 of whom are perfect matches that nobody remembers.
"6 database matches for Director of Engineering. Top: James Park, placed as Senior Engineer 18 months ago, updated LinkedIn last week. [View Matches]"
Your top candidate for a $180K role has been in process for 2 weeks. She has not heard from your agency in 4 days. She just received a competing offer with a 48-hour deadline. She accepts it because she assumed your process had stalled.
"Day 2 status update: ‘Hi Sarah, your candidacy is progressing, the panel is reviewing feedback and we expect a decision by Thursday. I will update you as soon as I hear.’ Candidate stays engaged."
Your AI employees work.
You approve.
They work inside your ATS
Greenhouse, Lever, LinkedIn, Calendar. No new software.
They surface decisions
Review this shortlist? Schedule this panel? Flag this reference? Send this report?
You approve on Slack
Full context and buttons. Each decision takes 5–15 seconds.
They execute
Shortlist sent, interview booked, report delivered. You close placements.
Scorecards distributed · Candidate briefing pack sent
Alert: Marketing Manager trending 20% over SLA. Rec: adjust salary range.
Six employees.
Six real job descriptions.
Each one replaces a hire you cannot afford yet — or a role nobody is doing consistently.
What your AI team does before you finish your standup
By the time your morning standup wraps, six employees have screened the weekend's applications, booked interviews, and flagged the roles at risk.
What you are paying now
vs. what you could pay
Not another tool. A team.
A resume parser
Bullhorn Amplify and HireEZ parse CVs. That is one step. Screening is 15% of the problem.
Another ATS feature
Greenhouse and Lever have automation. You still configure, trigger, monitor, and intervene. Every day.
AI employees who do the work
Six employees, six roles, six sets of daily deliverables. They work. You close placements.
GDPR Candidate Data & Anti-Discrimination Compliance
Bias-mitigated scoring, GDPR right-to-erasure, opt-in candidate contact, and a full audit trail on every screening decision.
GDPR right-to-erasure
Every 100xforce AI agent for recruitment is built with GDPR compliance and anti-discrimination safeguards as foundational requirements. Candidate personal data is processed with explicit lawful basis, and retention policies are enforced automatically — candidates not contacted within the defined window are flagged for review or deletion per GDPR Article 17.
Bias-mitigated scoring
Tyler's CV scoring is designed to mitigate bias. It evaluates candidates on skills, experience depth, career trajectory, and qualification relevance — never on age, gender, ethnicity, disability status, or any protected characteristic. Every score includes an explanation of which factors contributed to the ranking, enabling your compliance team to verify fair treatment.
Encrypted, ATS-native storage
Candidate data is encrypted at rest (AES-256) and in transit (TLS 1.3). All candidate information is stored within your existing ATS (Bullhorn, Greenhouse, or Workday) — agents do not maintain separate databases. When candidates request data access or deletion, the request propagates through the ATS and all connected agent systems.
Opt-in candidate contact
Ava’s candidate communication follows opt-in consent protocols. Candidates are not contacted through channels they have not consented to, and unsubscribe requests are processed immediately across all agent communication workflows.
SOC 2 & local employment law
100xforce maintains SOC 2 Type II compliance. All agent actions are logged in an immutable audit trail — every CV scored, candidate contacted, and reference checked is timestamped with the responsible recruiter. For agencies operating across jurisdictions, agents reflect local employment and data-protection regulations including EEOC (US), Equality Act (UK), and equivalents.
Works inside your existing tools
No new software to learn. Your employees log into the systems your agency already runs on.
Try our recruitment
AI agents live
See how AI agents handle real recruitment scenarios — screen a stack of CVs against job requirements, send personalized candidate outreach, coordinate a multi-panel interview, and generate a client pipeline report. Try the live demo with actual agent responses and Bullhorn integration in action.
Frequently
asked
questions
Everything agency owners ask before their first discovery session.
Your first hire
takes 15 minutes
Book a Workforce Discovery session. We map your sourcing, screening, and placement workflows and show you which AI employees would have the biggest impact on your pipeline velocity.