From vacancy to candidate — without losing the human touch
Recruitment is a bottleneck for many companies: vacancies stay open, candidates ghost because responses are slow, and recruiters spend more time on admin than on real conversations. We automate what we can and keep human work where it adds value.
- Vacancy text in seconds, on-brand and inclusive
- Automatic intake and first screening of applicants
- Faster feedback — no candidate lost to silence
- Direct MCP connection between your ATS and Claude (see below)
- Reports on time-to-hire, sources and quality
Practical examples
- Custom GPT for vacancy writing — recruiters × faster done
- ATS connected to Claude via MCP (live with a client)
- Mail triage so no application gets lost
- Automated reporting to hiring managers
Your ATS directly connected to Claude — not a demo, but really
Recently I built a direct connection between a client's ATS and Claude via MCP (Model Context Protocol). Searching candidates, creating and publishing vacancies, moving people through the pipeline, notes and emails — everything a recruiter normally does in the browser, just in a conversation with Claude.
First test: a vacancy requested for an operational role at a foreign office. Claude pulled the writing style from existing vacancies, benchmarked the salary against comparable roles in the same region, adapted the terms of employment to local labour law (CAO, region-specific secondary benefits) and saved it as a draft in the ATS. Less than two minutes from question to reviewable vacancy.
Works with any ATS that has an API:
What I concretely deliver:
- Secure connection between your ATS and Claude, extendable to LinkedIn, mail, calendar and messaging
- LinkedIn outreach within the rules — official integrations or Claude-drafted and human-sent. Never grey-zone bots
- Tools that fit your workflow, not 200 generic endpoints
- Scheduled tasks on your rhythm: briefings, reports, GDPR checks
- Hosted, with token security and logging
Connect once, use daily
Once your ATS is in Claude, you connect it to everything a recruiter touches daily — inbox, calendar, LinkedIn, Slack. A few scenarios:
- Monday 8:30 AM — briefing in your inbox: 12 candidates >7 days stuck in “First interview”, 3 vacancies without applicants, 1 GDPR retention deadline expires Friday. Three actions, ready to push through.
- Hiring manager emails “we need a planner, fulltime, ASAP” → Claude asks two clarifying questions where info is missing, then drops a complete draft in the ATS — writing style and terms pulled from earlier comparable roles.
- Recruiter clicks “publish” → live on the careers site and LinkedIn. Claude scans the network for matches and prepares eight personalised messages — sent directly via official InMail or ready for one-click send by the recruiter.
- Stale vacancy (14 days, no responses) → Claude searches your talent pool and LinkedIn connections overnight, finds five previous or new matches and prepares an outreach message for each.
For the moments no script handles
Reorganisation, a complex case, succession that's not landing, a team stuck in place. With years of HR experience I step in as sparring partner or as an extension of your team — interim, project-based or for a one-off second opinion.
- HR advice on complex situations
- Interim HR support
- Policy and handbook writing or refresh
- Leadership coaching
- Absence, development and internal mobility
When do clients call?
A few typical triggers:
- “Our recruiter is out and the tap needs to stay open”
- “We want to grow but our HR processes can't keep up”
- “I don't know what to do with this employee”
- “We want to use AI in HR, but don't know where to start”
Free up time and keep your people
We don't automate to thin the team. Work that AI takes over translates into time for real conversations, development and internal mobility. With our HR expertise we look at where freed-up capacity fits best within your organisation — for the employee and for the company.
- FAQ bots for employees (leave, schemes, contracts)
- Document generation (employment contracts, confirmations, letters)
- Smart summaries of conversations and feedback
- Data integration between HRIS, ATS and payroll
- Internal redeployment scan — who gets time back, and what role fits better?
- GDPR-proof & audit-ready — logging, traceability, documented