Collect candidate answers, coordinate interview scheduling and keep follow-up visible with AI workers. Recruiters stay in control of hiring decisions.
An applicant needs screening against an agreed, reviewable rubric.
AI agents
Workflow steps
4 operating rules · 4 decision rules · 5 channels · records to verify
A screening record and interview request for recruiter review. Hiring decisions remain human judgments.
Give recruiters more time for candidate conversations and decisions. Voxistry AI workers collect answers to approved job-related questions, respond to process enquiries and coordinate interview requests through connected systems. Recruiters see the available answers, participation requests and unfinished follow-up in one reviewable record.
For one role, a candidate provides answers and requests Tuesday at 10:00. The answers are saved, a recruiter approves an interview, then the preferred panel slot becomes unavailable before confirmation. The interview and invitation remain unconfirmed.
The screening worker saves the candidate-provided answers against the approved job-related questions. An incomplete answer or opt-out remains visible for recruiter review and is not treated as a negative candidate indicator.
The recruiter approves an interview for the role. The scheduling worker requests Tuesday at 10:00, but the preferred panel slot becomes unavailable before confirmation. The record shows no booked slot and no delivered invitation.
The recruiter receives the saved answers and unavailable-slot context to choose an alternate time. If no recruiter accepts that follow-up, the named recruiting fallback keeps it pending; attendance and hiring decisions remain separate human outcomes.
Agree the outcomes with your recruiting team and compare them with your current process.
Example division of work between AI workers and your team.
Asks approved job-related questions and records candidate-provided answers and unanswered items.
Requests permitted slots against candidate and panel availability, then records save, acceptance, confirmation and invitation states.
Answers approved process and role questions and records opt-outs, accommodation requests and open follow-up.
Reviews candidate-provided answers, decides advancement or rejection and arranges alternate participation paths.
Owns role assessment, interview judgement and the hiring decision.
Use this sequence to agree the workflow and test each step before launch.
Which role and approved process information apply, and does the candidate request an alternate path?
Which approved job-related questions have candidate-provided answers, and what remains incomplete or opted out?
Was the candidate-provided record saved, and which gaps or requests need recruiter review?
What recruiter decision and candidate support path are requested next?
Which permitted slot is requested, saved, accepted and confirmed, and was the invitation delivered?
Is a candidate update or staff follow-up due, and was the intended process message delivered?
Proposed operating requirements to configure and verify, including what happens when a system or human handoff is unavailable.
Explore how the selected tools support this candidate-screening process, then confirm the actions and records your setup can provide.
Run approved job-related question flows and capture candidate-provided answers without ranking or rejection.
ExploreCoordinate review, scheduling, acceptance and fallback states across the candidate journey.
ExploreSave candidate answers and scheduling requests to the ATS and connected calendars when configured.
ExploreScope access, retention and approval records for candidate information and recruiter review.
ExploreScope these around the selected implementation.
Select and validate the required provider pathways.
Pilot measurement definitions, not claimed customer results.
Measure time from application or enquiry to a record containing the candidate-provided answers and any unanswered or opted-out items for recruiter review.
Measure whether the approved job-related questions were presented and which answers remain incomplete; a rubric alone does not establish fairness or compliance.
Track requested, saved, accepted and confirmed slots separately from invitation delivery and attendance.
Start with one role and approved job-related questions. Recruiters review records, incomplete answers and opt-outs before adding volume.
Connect permitted panel calendars and messages. Measure requested, saved, accepted and confirmed slots separately from invitation delivery and attendance.
Extend to adjacent role families only after fresh recruiter review of questions, records, alternate paths and connected-system permissions.
