AIRecruit is a hiring product for employers, built by the team behind AIApply. You publish one open position, and AIRecruit reads and scores every application that comes in — so the candidates you actually interview are the ones already worth your time.
It is designed for a specific problem: since AI writing tools became widespread, a single job post can attract over a thousand applications within days, and almost all of the resumes look polished. Reading them all is impossible, and skimming them means guessing.
How AIRecruit differs from an applicant tracking system
A traditional ATS stores and organizes applications. You still open and read each one yourself.
AIRecruit does the reading. Every applicant is scored from 0 to 100 against the requirements in your job post, with written evidence for each judgment, and candidates can be asked to demonstrate real skills before you spend any time on them. You still get a full candidate CRM and pipeline — it simply arrives already sorted, with applications that fail your rules already rejected.
The hiring flow, step by step
1. List your position. Describe the role once and your branded job page goes live within minutes. You can paste an existing job description and AIRecruit will convert it into a structured page, or answer a few questions and have a draft generated. You approve the result before anything is published.
2. Share the page, or let matching do it. You get one shareable link that works anywhere — LinkedIn, job boards, your careers site, a QR code. Separately, your position is promoted inside the AIApply ecosystem, where matching candidates are pointed to your page automatically.
3. Every resume is screened. Each application is read in full against every requirement in your post and returned as a 0–100 Fit Score. Screening happens as applications arrive, so scores appear in your CRM within minutes.
4. Candidates can prove their skills. Positions with the Assignments & Evaluation add-on enabled send each candidate a task designed to resist generic AI answers, scored against a rubric before you look at it. See How AIRecruit assignments work for details.
5. You interview the top of the list. Take calls with the highest scorers and skip the rest.
How the Fit Score works
The Fit Score is not a keyword match. The full application is evaluated against each requirement in your job post, and the result includes:
A score from 0 to 100
What matched, requirement by requirement
What is missing
Where in the application each piece of evidence was found
You can open any score and inspect the reasoning behind it — nothing is hidden. The scoring approach was designed using outcomes from more than 150,000 real interviews.
Where your candidates come from
There are two sources, and they run at the same time:
Your job page. One link, shared wherever you like.
The AIApply candidate pool. Your position is promoted to the 2,000,000+ job seekers already using AIApply, and candidates whose profiles match are directed to your page.
What you can configure
Each position is configured independently. You can adjust:
Pipeline stages
Go/no-go screening rules that automatically reject applications below your bar
Whether an assignment is required
Auto-contact templates, if that add-on is enabled
Sensible defaults are applied when you publish, so you can go live first and tune the setup afterwards.
Team access
Team seats are included. Pricing is charged per open position rather than per user, so everyone on your hiring team can review candidates, leave notes, and move people through the pipeline at no extra cost.
Candidate data and privacy
Candidate data is processed only to run your hiring pipeline. It is never sold and never reused for unrelated purposes. Candidates can request erasure at any time and their data is deleted on request. A Data Processing Agreement is available for your legal team.