AI for recruitment: sourcing, screening and matching automation

• Recruitment agencies and RPOs whose consultants spend more time searching than talking to candidates.
• HR technology vendors adding matching, screening or enrichment to their product.
• In-house talent teams with more applications than people to read them.
• Job boards and candidate databases that want to match rather than list.

• Ingestion of job and candidate data from your CRM, ATS, job boards and specialist data providers, behind an abstraction layer with health monitoring and failover.
• Extraction of structured candidate profiles from CVs, voice notes, screenshots and documents, with a confidence score per field and a review queue for the uncertain ones.
• Matching in both directions, candidates to roles and roles to candidates, with a score, written reasoning and the hiring contact attached.
• An evaluation set built from your placements, so match quality is measured against outcomes rather than opinion.
• Human review points where the Act, your policy or your clients require them, recorded in the audit log.
• Usage-priced infrastructure so the platform bill follows the hiring market up and down.

Our engineers work across the major languages, frameworks and cloud platforms. We build on the stack you already run, with technology choices explained in writing before work begins.

1. Stage 1

   Discovery

   Two to four weeks. We map where consultants’ time goes, the data sources you have and can buy, and the decisions that must stay with a person. Output: a written scope, an evaluation set and a fixed figure or capped estimate.

2. Stage 2

   Build

   Ingestion and extraction first, then matching tuned against the evaluation set, with a working demonstration every fortnight against real roles and candidates.

3. Stage 3

   Launch

   A pilot desk or client, match quality and time saved measured against the baseline, then rollout by team.

4. Stage 4

   Operate

   Data source changes, model updates, drift monitoring and cost reporting under deployment and monitoring.

• Consultant hours per placement, measured against a baseline before launch.
• Match precision against the evaluation set, reported monthly.
• Time from role opened to first shortlist.
• Infrastructure cost per candidate processed, so the bill is known before the rollout.

• Director, JobVantage

  “Working with Hexploits has genuinely been a pleasure, and I see them as my scaling partner for the foreseeable future as JobVantage grows. If you’re looking for a development team who combine strong AI/engineering capability with honesty, flexibility and a real interest in your business, I’d strongly recommend them.”

• Director, PeppaSync

  “Hexploits have been a breath of fresh air on Peppasync, an AI/ML autonomous decision platform for commercial leaders in retail and ecommerce. The depth and thoroughness the team brought to design and architecture was second to none.”

Sectors where this is most often needed

• Recruitment and HR technology
• AI technology companies

• Internal AI assistants and copilots for UK businesses

• EU AI Act readiness for UK businesses

• AI document and email processing

• AI decision support and forecasting

• Agentic AI workflows with governance

• AI sovereignty: private and EU-hosted AI

• AI governance and ISO 42001

• AI in payments, credit and fraud under the EU AI Act

• EU AI Act for recruitment and HR: high-risk hiring AI explained

• AI governance readiness for recruitment and HR businesses