HR / Cross-industry
Move from inbox of CVs to shortlist of interviews in days.
An agent that screens CVs against your role criteria, conducts an initial conversational interview, validates the skills the candidate claims, and surfaces a ranked shortlist. With bias mitigation built into every stage.
The loop
Four states, running across every role, every applicant pool.
Most screening tools stop at "rank the CVs." A real agent keeps going. It reads the role, decides who fits, runs the interview, and remembers what made each hire work.
Read
Pulls CVs from your job board postings, agency submissions, employee referrals, and direct applications. Reads the role spec, your competency framework, and any compliance constraints (work pass eligibility, citizenship).
Decide
Screens CVs against the role criteria, identifies must-haves vs nice-to-haves, and ranks candidates by fit. Filters out clear non-fits without rejecting based on bias-prone signals.
Act
Drafts the screening rejection comms (kindly), invites shortlist for the AI initial interview, conducts the interview, and prepares the human-recruiter pack with structured scores and notes.
Remember
Holds every applicant, every conversation, every hiring outcome. Quarterly hiring reviews start with curated data on what hires actually worked out.
Capabilities
Six clusters. Pick the ones HR loses days to.
Each cluster turns on independently. Most teams start with CV screening and the AI initial interview, see the time recovered, then add the rest.
CV Screening at Scale
Read 200 CVs the way a senior recruiter does, in an hour.
A role posting attracts 200 applicants in a week. The agent screens each against the role criteria, identifies the top 25 fit-strong candidates, and explains the ranking with criteria-by-criteria reasoning.
AI Initial Interview
Conduct the structured first interview without scheduling 50 calls.
The shortlist of 25 receives an interview invite. Each candidate completes a conversational interview at their convenience. The agent asks structured questions, follow-ups based on responses, and scores against your competency framework.
Skills Validation
Verify the claimed skills before the human interview.
A candidate claims advanced Excel. The agent presents a short practical scenario, scores the response, and surfaces the validation result for the human recruiter.
Bias Mitigation
Score on what the candidate can do, not who they look like.
Initial screening uses anonymised CVs (name, photo, school removed at the AI scoring step). Bias-prone signals (age, gender, ethnicity, school prestige) are deliberately excluded from the scoring engine.
Multi-Language Interview
Interview in the language the candidate is most fluent in.
A candidate's first language is Mandarin. The agent conducts the interview in Mandarin, scores in your competency framework, and surfaces the structured notes in English for the recruiter.
Hiring Manager Hand-Off
Give the hiring manager a pack worth their interview time.
Final shortlist of 5 candidates. Each comes with the AI interview transcript, structured scores, skills validation results, and the recruiter's notes. The hiring manager walks into a focused conversation about fit and experience.
Autonomy
Invite if you want. Or hold for the recruiter.
Every capability has four levels. Run CV screening on full auto from day one while you keep candidate invitations at draft-and-wait. You decide where the human stays in the loop.
Surface only
Screens CVs and ranks. Recruiter decides who to invite.
Draft + wait
Drafts the invitation and rejection comms. Recruiter reviews.
One-click approve
Drafts and queues. Recruiter approves invitations.
Full auto
For high-volume roles with clear criteria, screening, invitation, and AI interview run end-to-end. Recruiter sees the shortlist.
Singapore playbook
Six hiring moments Singapore SMEs handle every quarter.
Scenarios we've configured the agent to handle, grounded in how SG SMEs actually hire. Your version is wired to your roles, your competency framework, and your work-pass eligibility rules.
Work-pass-eligible filter
A role is open to citizens, PRs, LTVP holders, and existing work-pass holders only. The agent applies the eligibility filter at screening, surfaces the eligible shortlist, and rejects ineligible candidates with kind comms about the constraint.
High-volume seasonal hiring
A retailer hiring 30 holiday-season sales staff. The agent processes the application surge, screens against the seasonal role criteria, runs initial interviews, and presents the shortlist for the hiring manager to confirm.
Multilingual customer-facing role
A role requires Mandarin proficiency for a customer-facing position. The agent screens for claimed proficiency, conducts a portion of the interview in Mandarin to validate, and scores accordingly.
Skill validation for technical role
A junior engineer role. The agent presents a coding task or technical scenario, scores the response, and surfaces the result alongside the structured interview.
Internal mobility shortlisting
An open role across the organisation. The agent screens internal candidates against the role criteria with the same logic as external, surfaces internal shortlist for the people manager.
Bias audit reporting
Quarterly people review. The agent compiles screening and shortlisting decisions across roles, surfaces any gender / age / ethnicity skew vs applicant pool, and reports for HR review.
Plugs into your stack
Reads applicants. Posts shortlists.
HubSpot
Salesforce
Google Workspace
Microsoft Teams
Microsoft OutlookMicrosoft SharePoint
GmailPlus your custom ATS, job-board portals, and company career site. For systems without an API, we work directly with your team during scoping.
Common questions.
How does the agent integrate with our existing ATS or careers page?
It reads from your job board postings, agency submission inboxes, employee referral channels, and the application form on your career site. It writes the shortlist back to your ATS or directly to the hiring manager — your call. We handle the ATS integration during scoping.
How does bias mitigation actually work?
At the screening stage, the AI works on anonymised CVs — name, photo, school name, and date-of-birth fields are removed before the scoring engine sees the document. The interview is structured: every candidate gets the same opening questions and the follow-ups branch only on their responses, not their identity. Bias-prone signals (age, gender, ethnicity, school prestige) are deliberately excluded from scoring rubrics. The audit log shows every decision and why.
What if a candidate prefers to talk to a human?
The interview invite makes it clear they're talking to an AI for the first round. If they decline or ask for a human, the agent surfaces them to your recruiter for a manual interview. No one is forced into the AI flow.
Can the agent interview in languages other than English?
Yes. We've configured Mandarin, Bahasa Melayu, and Tamil interview flows for Singapore SMEs. The structured scores come back in English for the recruiter. Other languages on request.
Where is candidate data stored?
Singapore data residency by default. Candidate CVs, interview transcripts, and scoring data live in your Voltade workspace. We do not train models on your candidate data. PDPA compliant — full data export and deletion on request.
What if a candidate disputes the screening or interview decision?
Every decision has an audit trail: which criteria the CV matched, which it didn't, the full interview transcript, the scoring rubric. Your recruiter can pull the audit pack at any time. If you reverse a decision, the agent learns from it for the next role.
How is it priced?
The Recruiter Agent is part of the Voltade platform. We scope based on your hiring volume and the capabilities you turn on. See the pricing page for tier details, or take the 5-minute assessment to get a scoped quote.
Stop reading 200 CVs to find 5.
Free scoping session. Tell us one role you've been hiring for and we'll show you the shortlist the agent would have surfaced.
Free scoping. No commitment.
Hiring is one piece. See the full HR Agent — onboarding, employee Q&A, and workforce planning.