WHAT COGNIAGENT AUTOMATES
The Hiring Workflow Your Recruiting AI Agent Handles From Day One
Candidate screening automation built once and applied across every post and every applicant — single canvas, live system access, all channels.
First Contact
Application acknowledgment, channel switch confirmation, role context delivery, candidate intent capture.
License & Eligibility
Guard card or SIA license collection, expiration validation, armed or unarmed endorsement, right-to-work confirmation.
Availability Screening
Shift preference capture, overnight and weekend fit, site location radius, vehicle and transport status.
Background-Check Consent
Disclosure delivery, consent capture with timestamp, document upload prompts, compliance log update.
Interview Scheduling
Calendar slot offer, candidate selection, calendar block, candidate and supervisor confirmation, no-show rebook.
Pipeline Re-Engagement
Pre-screened pool tracking, license-expiry watch, new-post outreach, availability refresh, shortlist delivery.
Onboarding Handoff
Hire confirmation, payroll detail capture, uniform sizing, first-shift briefing, ATS and scheduling-system update.
Every Slow Response Has a Cost
The Challenge
Your Recruiting AI Agent
Supervisor is the recruiter
The same person running posts also reviews applications. A significant share arrive after-hours — by Monday, the licensed candidate has been screened by a competitor first.
Always-on first contact
The agent reaches every applicant within seconds. Same response speed at 11 p.m. as at 11 a.m. — no inbox to drain, no off-hours queue.
License checks eat coordinator hours
Every applicant needs guard card or SIA validation, expiration check, and endorsement type confirmed before they're worth a callback.
License capture and validation in conversation
The agent collects license number, type, and expiry, and queries the guard register where APIs are exposed. Disqualifications happen before any human sees the file.
Screening criteria slip under pressure
Different sites, different shifts, different supervisors apply the bar inconsistently. Unqualified applicants reach the interview stage.
One configured screening bar
You define the criteria once; the agent applies it identically regardless of who's covering the desk.
Pre-screened candidates go cold
A guard cleared for one post but not hired vanishes from the pipeline. When the next vacancy opens, screening restarts from zero.
Continuous candidate-pool re-engagement
A Virtual Employee re-verifies license validity and current availability when a new post opens, surfacing the right candidates without restarting screening.
Scattered application sources
Indeed, ZipRecruiter, LinkedIn, Guardpass, direct referrals, and walk-ins all need their own response logic. Audit trail is patchy at best.
One screening flow, one record per candidate
Every application source funnels into the same agent, producing a single structured candidate record per applicant.
From Your Hiring Process to a Live Agent
You don't need a developer or an automation specialist. Most security operators have a working agent live within a week.
Your Recruiting AI Agent in Action
Single canvas, license verification, calendar booking, ATS write — no/low code.
One AI Recruiting Agent Every Channel Your Guard Candidates Use.
Guard candidates don't all communicate the same way. The agent meets each one where they are — text-first, voice-first, or in the language they're most comfortable using.
Conversational Voice AI
Inbound line for candidates who prefer to call, plus outbound voice follow-up for high-priority applicants who haven't responded to text. Useful for older applicants and candidates without consistent text data.
Web & In-App Chat
Engages candidates who land on your career site directly in the chat window. Pre-screening starts before they leave the page; no form-fill drop-off.
The default channel for guard candidates in urban markets and in immigrant communities where security hiring concentrates. Document upload (license photo, ID) handled inside the same thread.
Covers job-board pipelines (Indeed, ZipRecruiter, LinkedIn, Guardpass) where the application arrives by email forwarding. Screening, outreach, and interview confirmations automated.
SMS
The highest-response channel for hourly applicants — text response rate runs roughly 8x higher than email in high-volume hourly hiring. Full screening and interview booking over text alone.
Five Capabilities That Make This Work for Security Recruiting
Behind every candidate conversation, the platform is doing structured work — reasoning about license rules, writing to your ATS, switching between SMS and WhatsApp, all while keeping the candidate's profile intact. Here's what powers that.
Integrations
In real time, across 2,700+ tools. One agent that reads, updates, and acts inside your entire hiring stack
WhatsAppbusiness
What CogniAgent Does That Standard Recruiting Chatbots Don't
Standard recruiting chatbots are built for office hiring. An AI hiring agent for security guard companies has to handle off-hours applications, license verification, and pipeline re-engagement — the comparison below maps the gaps.
Standard Recruiting Chatbots
- Office-hours response, slow on weekends
- Collects answers and forwards them; system updates happen later in batch
- Single channel — usually web chat
- Keyword-match logic; evasive candidates pass through
- Generic consent text; compliance burden stays with your team
- Vendor-controlled flow; changes require a ticket
- Per-seat plus per-resolution billing
CogniAgent Recruiting Agent
- Sub-minute response 24/7, every channel
- Reads from and writes to ATS, calendar, and license register live during the conversation
- SMS, WhatsApp, voice, web, email from one canvas
- Structured reasoning detects evasion and re-prompts before logging the outcome
- Disclosure language and retention rules configured per jurisdiction; consent collected and timestamped in conversation
- You build, modify, and own the agent — no vendor approval cycle
- Pay-as-you-go credits, no contract, free to start
The Measurable Shift From Day One
24/7
Application response coverage for every channel candidates use, including overnights, weekends, and across multi-site shift hand-overs.
80%
Reduction in supervisor hours spent on first-pass screening admin.
3x
Faster from application to interview-ready candidate, with structured screening replacing inbox triage.
Zero
Drift in screening criteria across sites, shifts, or supervisors — one configured bar, applied every time.
Pricing
Pay only for what you use. Full visibility on every credit spent.
Pay-as-you-go
No subscription. No monthly fee.
Buy credits from $10
- 5,000 credits loaded on signup
- Full canvas + all AI features
- 2700+ integrations, templates
- Free messaging channels
- Up to 5 user seats
- Production deployment
- Human chat support*
- Credits never expire
* activates on first credit purchase
Enterprise
Custom plan. Annual subscription,
negotiated rate.
- Annual credit package
- Custom user seats
- SSO
- Bring your own LLM API keys
- Extended usage logs
- Assisted onboarding + training
- Agents built by CogniAgent team
- Premium support + SLA
Enterprise-Grade
Security & Compliance
Built for security operators handling sensitive candidate data (license numbers, background-check consent, immigration documentation) in regulated environments.
Data Protection
End-to-end encryption in transit and at rest for license data, consent records, and candidate documentation. Configurable retention windows aligned to state, federal, GDPR, or UK GDPR rules.
Privacy Assurance
Candidate data stays yours. Conversations and screening records are never used to train public AI models. Bring-your-own API keys keep LLM calls inside your provider relationship.
Secure System Integration
Role-based access across ATS, register lookup, and background-check provider connections. Encrypted channels for every read/write the agent performs mid-conversation.
Audit & Monitoring
Full activity logs for every screening conversation, license check, consent capture, and ATS write. Time-stamped records support compliance reviews and dispute resolution.
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Frequently Asked Questions for
Security Guard AI Recruiting Agent
The chatbot in your ATS collects answers and routes them. CogniAgent reasons across the answers, validates license data against the register inside the conversation, and re-engages candidates who go quiet. It also runs across SMS, WhatsApp, voice, and email from the same canvas, where most ATS chatbots stop at web chat.
The agent handles first contact, license capture and validation, shift-fit screening, consent collection, interview booking, follow-up, and re-engagement. Your team handles interview decisions, fitness for armed posts, and final offers. You can configure a human handoff at any node — any time the candidate asks something out of scope, the agent escalates with full context.
You configure the escalation triggers. Out-of-scope questions, sensitive topics, or unusual edge cases route to the named human contact. The handoff happens by SMS, email, voice transfer, or any channel you want, with full conversation history attached. The agent does not improvise on questions outside its defined scope.
Yes. CogniAgent connects to Celayix, TrackTik, Deputy, When I Work, and others via the integration grid above, plus 2,700+ more native connectors and full API access. Once a candidate is hired, the onboarding flow writes the first shift and briefs the candidate. Uniform requirements go through the same channel used for screening.
You do. Conversation transcripts, license records, consent logs, and screening outcomes live in your account. They aren’t shared with third parties, aren’t used to train public AI models, and can be exported or deleted on your timeline.
Three factors. First, how custom your screening logic is — a standard guard-card or SIA workflow runs from a template, while specialist roles like close protection or executive escort take additional configuration. Second, integration depth — automated guard license verification against state registers, real-time ATS sync, and live calendar booking each add an integration step. Third, channel scope — text-only deployments are faster than full SMS, WhatsApp, voice, and email coverage. Most operators land between five and fifteen working days.
Each agent action draws a defined credit cost from your balance. Examples include a turn in conversation, a register API call, a calendar write, and an ATS update. A typical text-only screening conversation runs roughly 10 to 20 turns before either disqualification or interview booking. Voice and live API lookups cost more per action than text-only steps. The pricing page lists per-action credit costs in detail.
Yes. The same platform handles inbound lead qualification, customer service, onboarding, renewal outreach, and other workflows — including pure rule-based deterministic automation for fixed-path processes. Most security operators start with recruiting because the volume and time-pressure are highest, then layer on additional agents on the same canvas as confidence builds.
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