Recruitment

Recruiting in the US has become a volume game that punishes the human work that actually wins hires. One posting draws hundreds of applicants, the best candidates field competing offers within days, and recruiters spend their time parsing résumés, herding interview panels onto a calendar, and re-keying notes into Greenhouse, Lever or Workday instead of building relationships and calibrating with hiring managers. Rach.Dev puts a coordinated team of AI agents on that pipeline so your recruiters get their judgment hours back. Ava works the front door — capturing every applicant across your careers page, job boards and SMS, parsing the résumé and opening a clean ATS record in seconds. Marcus screens strictly on the job-relevant rubric you configure, with EEOC and ban-the-box guardrails that refuse protected-class and prohibited questions and escalate any disallowed filter rather than quietly applying it.

From there the work flows the way your team already runs it. Nora matches your talent pool and LinkedIn to the open req and drafts personalized outreach you approve before it sends; Owen solves the multi-party scheduling nightmare end to end, including reschedules; Riley drafts offers at the approved band and tracks time-to-fill, source-of-hire and placement status. Iris answers candidates, recruiters and hiring managers from your approved sources only — in English and Spanish — and hands any legal, immigration or work-eligibility question to a human instead of guessing. Watching over all of it, Hope, the always-on Pipeline Sentinel, flags aging reqs, candidates going cold and offer-decline risk before a top prospect slips to a competitor. Every recommendation is advisory, and every hiring decision — advance, reject, offer — pauses for a recruiter or hiring manager to approve, with a full, OFCCP/EEO-ready audit trail on every action.

The whole team runs as an operations layer on top of the ATS, calendars, sourcing channels and HRIS you already use — no rip-and-replace, your candidate data stays yours, and you can start with a single req type, prove it on your own numbers, then scale. See the agent team run a real pipeline, from inbound applicant to an after-hours Spanish text to a live EEOC compliance catch, in the interactive live demo below.