Webbit
Spend more time with people, less time chasing schedules.
Recruitment runs on responsiveness and relationships, but consultant time is consumed by screening, scheduling, document collection and database admin. We automate the repeatable coordination while keeping candidate judgement with your consultants.
Who it is for: Recruitment agencies, in-house talent teams and staffing businesses handling high applicant volume or a large dormant candidate database.
Problems we see
- Screening is repetitive: Consultants ask the same basic questions before they can decide who is worth a conversation.
- Interview scheduling goes back and forth: Coordinating candidate, client and consultant availability creates long message chains.
- Talent pools go cold: Strong candidates sit in the database without a relevant follow-up when a new role arrives.
- Compliance documents are collected manually: Right-to-work, references and onboarding documents require repeated chasing.
Example workflows
Candidate screening
Starts when: A new application arrives for a role.
- Parse the application and CV.
- Check minimum role requirements.
- Ask approved screening questions.
- Score responses and route candidates for review.
A person decides: A consultant reviews the shortlist and makes the hiring recommendation.
Result: Consultants start with structured candidate summaries instead of raw applications.
Interview coordination
Starts when: A consultant selects a candidate for interview.
- Collect availability from the relevant parties.
- Propose permitted interview slots.
- Send confirmations and reminders.
- Update the ATS and consultant record.
A person decides: Special arrangements and client-specific rules stay with the consultant.
Result: Routine scheduling is handled without constant manual message relay.
Talent pool reactivation
Starts when: A new role matches existing candidate profiles.
- Search the existing database for relevant profiles.
- Check consent and last-contact rules.
- Draft a personalised outreach message for approval.
- Log responses and create follow-up tasks.
A person decides: The consultant approves outreach and handles the conversation.
Result: The existing database becomes usable without spammy, unsupervised messaging.
What changes
- Faster first-pass screening for high-volume roles.
- Less time lost to interview scheduling messages.
- A more usable candidate database with consent-aware outreach.
- Cleaner handoffs between recruitment and onboarding.
Works with
- Applicant tracking systems
- CRM and recruitment databases
- Calendars and booking tools
- Email and messaging
- E-signature and onboarding platforms
- Job boards where data access is available
Honest limits
- Hiring decisions, candidate assessment and sensitive conversations remain with consultants.
- Consent and data retention rules must be respected for candidate outreach.
- Bias testing and human review are required; automated screening should support, not replace, judgement.
Questions
Can you automate candidate screening safely?
We can automate structured collection and knockout questions with human review of decisions. Any scoring or ranking needs explicit criteria and bias review before use.
Can it integrate with our ATS?
It depends on the ATS and your access level. We check APIs, webhooks and export options before committing to a workflow.
Will it message candidates automatically?
Only under rules you approve. Many teams start with drafted messages and consultant approval, especially for outreach to dormant candidates.
What about candidate data protection?
We limit access, define retention expectations and keep the process within your approved systems where possible. Your privacy obligations still apply and should be reviewed.
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