The AI operations layer
for your hiring pipeline.
Put a team of agents on yoursourcing.
Rach.Dev runs sourcing, candidate screening, interview scheduling, offers and onboarding across the systems you already use — with job-relevant, EEOC-aware guardrails, a recruiter in the loop on every hiring decision, and a full audit trail on every action.
What an agent team takes off your desk
Most of recruiting isn't judgement — it's chasing résumés, herding calendars and re-keying notes into the ATS. Here's where agents own the busywork, mapped to how your hiring pipeline actually runs.
The Front Door
Every applicant captured, parsed and routed — 24/7, in English or Spanish.
- Multi-channel intake (apply page, job boards, SMS, referrals)
- Résumé parse & ATS record creation
- Acknowledgement and next-step reply in seconds
Screen & Fairness
Job-relevant scoring with explicit EEOC and ban-the-box guardrails.
- Scores against the configured, job-relevant rubric only
- Never asks protected-class or prohibited questions
- Flags every borderline call for recruiter review
Sourcing & Outreach
Drafts JD-matched outreach and re-engages your talent pool — you approve the send.
- LinkedIn + talent-pool matches to the open req
- Personalized outreach drafts from approved templates
- Replies parsed; interested candidates staged for review
Interview Logistics
The multi-party calendar nightmare, solved end to end.
- Finds slots across candidate and full panel
- Sends confirmations, prep packs and reminders
- Handles reschedules without a human in the chain
Offer & Onboarding
Offers drafted, never sent without sign-off; new hires guided through day one to ninety.
- Offer letter drafted from the approved band & policy
- Background-check and reference workflows kicked off
- Onboarding buddy answers benefits, IT and policy Qs
Req & Placement Health
The metrics a TA lead lives by: time-to-fill, source quality, placement status.
- Time-to-fill and stage-conversion tracking per req
- Source-of-hire and cost-per-hire roll-ups
- Placement / start confirmation and fee tracking
Compliance & Records
The OFCCP/EEO paperwork and retention no one wants to own.
- EEO/OFCCP applicant-flow logging
- Configurable candidate-data retention & deletion
- Audit-ready record of every screen decision
Knowledge Layer
A role-aware assistant grounded only in your approved sources.
- Separate views for candidate, recruiter, hiring manager
- Every answer cites its source
- Hard guardrails — never legal or eligibility advice
Watch the team run a req
Pick a candidate and press play. Watch the agent team run the pipeline end to end — a recruiter or hiring manager approves every hiring decision.
Press Run the journey — or scroll in and watch it play automatically. Every clinical action waits for a clinician.
Seven specialists, one conductor
Each agent owns one job and hands the next a complete, structured context. Atlas routes the work, enforces the human-in-the-loop gates and the EEOC guardrails, and writes every action to an audit log.
Atlas is the orchestrator. It routes each candidate to the right specialist, carries shared req context between them, pauses for recruiter or hiring-manager approval on every hiring decision, enforces job-relevant screening, and records a complete, timestamped audit trail.
Click Ava below — the full apply-to-onboarding workflow plays out automatically.
Screening & fairness. Scores candidates against the configured, job-relevant rubric, enforces EEOC and ban-the-box guardrails, and escalates anything non-compliant — never running a disallowed filter.
Marcus screens on job-relevant criteria only. Non-compliant requests are refused, never silently applied.
Sourcing & briefs. Matches the talent pool and LinkedIn to the open req, drafts personalized outreach from approved templates, and assembles a complete, cited recruiter brief — you approve every send.
Draft only. Outreach goes out solely after a recruiter approves it.
Interview coordination. Finds slots across the candidate and the full panel, sends confirmations, prep packs and reminders, and handles reschedules without a human ever joining the calendar chain.
Offers & pipeline metrics. Drafts the offer letter at the approved band, kicks off background and reference checks after sign-off, and tracks time-to-fill, source-of-hire and placement status per req.
Riley drafts and tracks. No offer is sent until a hiring manager signs.
The role-aware knowledge assistant. Answers candidates, recruiters and hiring managers from your approved sources only — every answer cited, and never legal, immigration or eligibility advice.
Iris informs. It never gives legal, immigration or eligibility advice, or makes a hiring call.
The Pipeline Sentinel. Always on, reading the live state of every open req — flagging aging reqs, candidates going cold and offer-decline risk before a top candidate slips away, and staging the nudge for the recruiter.
Hope is advisory. It alerts and stages a nudge — a recruiter decides and acts. Every alert is logged with the signal that triggered it.
Ava captures patient intake by voice, then hands a structured summary to 6 downstream agents — triage, documentation, coordination, billing, knowledge and ICU monitoring — each acting on the shared context, with Atlas orchestrating and a clinician approving every clinical action.
Ava starts the workflow.One layer over the systems you already run
Rach.Dev sits on top of your ATS and existing tools — orchestrating agents, enforcing governance and EEOC guardrails, and keeping a recruiter in the loop. No rip-and-replace.
Every hiring decision — advance, reject, offer — pauses for a recruiter or hiring manager to approve. Agents draft, score and stage; people decide.
EEOC and ban-the-box guardrails, job-relevant criteria only, configurable candidate-data retention, and a complete, timestamped audit trail on every action and decision.
Atlas routes each candidate to the right specialist, carries shared req context between agents, and coordinates hand-offs end to end.
Bidirectional connectors to your ATS, calendars, sourcing channels and HRIS over the standards your systems already speak.
A knowledge layer that knows its limits
Iris answers candidates, recruiters and hiring managers from your approved sources only. Every answer is cited — and a legal, immigration or eligibility question is always handed to a human, never advised.
Try a question
Hi, I'm Iris. Ask me about this role, the interview process or next steps — I'll always cite my source.
A knowledge layer that knows its limits — questions and answers
- What are the next steps after my interview?
- Your onsite loop with the engineering panel is scheduled for Thursday, June 11 at 1:00 PM. After the loop, the panel submits scorecards and your recruiter, Megan Calhoun, follows up within two business days. You can reschedule anytime by replying here.
- ¿Cuánto paga este puesto y qué turno es?
- Según la publicación del empleo, este puesto de almacén paga entre $19 y $22 por hora, en el turno de mañana (7:00 AM a 3:30 PM), de lunes a viernes. Los beneficios comienzan a los 30 días. Si necesita más detalles, puedo conectarla con un reclutador.
- Can you tell me if my visa makes me eligible to work here?
- That's a legal work-authorization question, so I won't advise on it myself. I've routed your question to our recruiting and HR team, who can walk you through the eligibility and documentation steps. You may also wish to consult a qualified immigration attorney.
Governance, not just guardrails
The controls that let a talent team actually deploy agents — enforced in the system, not promised on a slide.
Live audit log
A sample of what every action looks like on the record.
What changes when agents own the busywork
Directional outcomes our pilots target — validated on your own data, never assumed.
The problem, in numbers
- Across US employers, time-to-fill has historically averaged roughly six weeks (about 42 days), which is enough delay for top candidates to take a competing offer. — SHRM Talent Acquisition Benchmarking Report
- SHRM benchmarking data puts the average cost per hire at roughly $4,700, with total cost to hire often estimated at three to four times the role's salary. — SHRM, The Real Costs of Recruitment
- Candidate-experience research finds that roughly 6 in 10 candidates lose interest in a role after about two weeks with no post-interview update — slow, silent pipelines cost you the hire. — RecruitBPM, Candidate Experience Statistics
Figures above are external benchmarks and pilot targets, not guarantees — we validate every number on your own data before you rely on it. Monitoring agents are advisory: they alert and stage, a recruiter acts.
Start with one req type. Prove it. Then scale.
We stand up a single workflow on your existing ATS, show the audit trail and the outcomes, and expand only once your team trusts it.
Pick the highest-pain workflow — high-volume screening, scheduling or pipeline watch — and we map it to your ATS.
Agents run on your ATS with a recruiter in the loop, EEOC guardrails on, and a full audit trail, in weeks not quarters.
Review the outcomes on your own data — time-to-fill, source quality, candidate experience — then roll the agent team out req type by req type.