One Agent Covers Your First Stage of Hiring
Instant First Contact
Reaches every applicant across text, WhatsApp, email, web chat, or voice - at 11 pm, mid-shift, or on a Sunday, without anyone on your team touching a keyboard.
Role-Specific Screening
Asks your questions: availability, experience, certifications, location. Adapts to answers. Filters out unqualified candidates without involving your team.
Interview Scheduling
Collects availability, checks your calendar, books the interview directly. No back-and-forth, no scheduling links, no manual coordination.
Answering Questions
Handles questions about pay, schedule, location, requirements, and next steps, answering only from your job descriptions, never improvising.
Follow-Up for Non-Responders
Nudges candidates who go quiet on the cadence you set, then routes them to manual review or clears them from the pipeline, so your list reflects who's actually still in play.
Candidate Data Sync
Logs every candidate, their answers, and their recorded consent to your ATS, CRM, Google Sheets, or any of 2,700+ connected platforms.
THE PROBLEM
Every Hour Without a Response Is a Candidate You’re Losing
Hiring managers name the same breakpoints: slow replies, phone screens that eat the week, and interviews nobody shows up to. They compound. Every hour an applicant waits is an hour a competitor is booking them.
A day of silence loses the candidate
The candidate applies, hears nothing for a day, and takes the offer from whoever replied in twenty minutes. Applicants go cold within 24 to 48 hours of applying, while the average role still takes about 42 days to fill. (CogniAgent pain report, April 2026)
Screening gets squeezed between shifts
Phone screens happen between a dozen other open roles, so the questions change every time and unqualified candidates still reach the interview. 82% of restaurant operators say hiring and retaining staff is a struggle. (HigherMe, 2025)
Turnover restarts the whole cycle
Cleaning and security operators run 100% to 400% annual staff turnover, so the first stage of hiring never actually closes. It runs permanently, on top of everyone’s real job. (CogniAgent pain report, April 2026)
WHO IT’S BUILT FOR
Built for Every Business Where Hiring Never Stops
High-Turnover Businesses
Where turnover never fully stops, a pipeline that responds and screens around the clock is the only way to stay ahead of it.
Cleaning & Facilities Services
Your hiring pipeline keeps moving while your crews are on site, screening and booking interviews around the clock so candidates never go cold.
Retail & Franchise Networks
One screening setup deploys across every location with specific criteria and calendars, so each site runs its own live pipeline.
MSP / IT Services
Technical and helpdesk applicants get screened against your certification and on-call requirements automatically, so unqualified candidates never reach a billable engineer's calendar.
HVAC
Technician and installer applicants get screened and booked the moment they apply, so a service backlog never turns into an open req that sits for weeks.
Security Companies
The agent asks the questions verbal screening misses, catching the wrong fit before onboarding instead of after the first no-show shift.
Automotive Shops
Technician applications get same-day follow-up even while you're on the tools, so a hard-to-fill role doesn't stay open just because no one had time to respond.
Veterinary Clinics
Vet techs and support staff get instant, round-the-clock screening and scheduling, so a short-staffed clinic isn't also running its own phone-tag hiring process.
Restaurants & Hospitality
Every front-of-house and back-of-house applicant gets a response within seconds, so the speed of first contact stays in your control.
HOW YOU BUILD IT
Three Steps From Setup to Live Screening
Start from a template and make it yours in minutes
Real Results from Real Hiring Teams
See how talent acquisition teams cut recruitment cycles and screening costs after putting CogniAgent on the first stage of their pipeline
CogniAgent automated 20% of our HR processes, cutting the recruitment cycle by 35% and improving hiring quality by 17%. The TA team shifted from manual screening to actual candidate engagement. Quarterly costs dropped by 24%. It’s a must-have for any team that is serious about smarter hiring.
Your First Recruiting AI Agent is Already Built
Take the stage you need (intake, screening, or qualification) or run all three as one pipeline. Answers carry forward, so no candidate is asked the same question twice.
AI Recruiting Agent
Combines candidate screening and qualification in one workflow: collects applicant details, evaluates essential requirements, conducts detailed qualification, and routes suitable applicants to the hiring team.
AI Candidate Screening Agent
Processes candidate information, checks basic employment requirements, records screening results, and identifies candidates who can proceed to qualification.
Candidate Qualification Agent
Continues from the Screening Application and conducts a more detailed conversation covering experience, availability, service area, transport, work authorization, cleaning skills, and role suitability.
HOW IT COMPARES
Manual Screening vs. Cognitive Recruiting Agent
Manual Approach
AI Recruiting Agent
Hours or next-day responses
Manual screening, job board filters, and enterprise tools all leave applicants in silence between shifts or outside working hours.
A reply in under 60 seconds
Every application, at 11 pm or mid-service, gets a structured reply across text, chat, email, and voice. Same screening logic, no off-hours queue.
Static checkbox filters
Job boards apply rigid filters. Basic bots ask one question at a time. Neither adapts when a candidate gives a borderline answer.
A real two-way conversation
Screening that branches on answers, asks follow-ups where the answer is unclear, and reaches a qualification decision.
Manual interview coordination
Scheduling links, calendar back-and-forth, and dispatcher calls. Every step is another chance for the candidate to go cold.
Direct interview booking
Collects availability, checks your calendar, and books the slot in the same conversation the candidate is already in.
Scattered channels and audit trails
Each posting source produces a different application format, and nothing ties together into one candidate record.
One record per candidate
Every source funnels into the same agent and produces a single structured record, whichever channel the candidate used.
Manual ATS and CRM entry
Qualified candidates get re-typed into the ATS. Fields get missed. Records age.
Native sync to your systems
2,700+ integrations including Workable, Greenhouse, BambooHR, ADP, Paylocity, Google Sheets, and Slack.
Months-long enterprise rollouts
Traditional enterprise hiring tools need IT, procurement, and weeks of configuration before going live.
Hours, not months
Build, test, and deploy a working screening flow in under a day from a pre-built recruiting template.
Staffing cost or monthly subscriptions
Manual screening costs headcount time. Hiring tools and bots charge every month regardless of pipeline volume.
Free to start, pay as you go
No subscription, no commitment, no per-seat fee for your first five users.
Your Agent Works Wherever Candidates Apply From
All channels share the same agent logic and the same candidate profile. A candidate who starts screening by text is not asked the same questions again when the email confirmation arrives.
Text / SMS
Highest-response channel for service industry applicants. Full screening and interview booking over text.
Preferred channel in hospitality, cleaning, and food service. Same screening capability, same candidate profile.
Web Chat
Engages candidates who find your posting on your website directly in the chat window. No redirect to a form.
Voice
Outbound follow-up for candidates who haven’t responded to text or email. Or an inbound line candidates can call to screen by phone.
Covers job board applications delivered via email. Screening outreach and interview confirmation automated.
INTEGRATIONS
Qualified candidates land where your team already works
Connect the tools you already run your hiring on. Qualified candidates, their screening answers, and their recorded consent sync automatically, so nobody re-types a profile that the agent already collected.
Google Calendar
Outlook Calendar
SlackMicrosoft TeamsGoogle Sheets
Recruit Great Candidates Smarter
Enterprise-Grade
Candidate Data Protection
Encryption in transit and at rest
Candidate conversations, answers, and documents are encrypted while they move between systems and while they are stored, using current industry-standard protocols.
Role-based access controls
You decide who on your team can see candidate records, edit screening logic, or export data. Every connection to your ATS, CRM, or calendar runs over an encrypted, permissioned link.
Your data stays yours
Applicant answers and screening conversations are never used to train public models. They are shared only with the subprocessors required to run the platform, and nowhere else.
Configurable retention and full audit logs
Set how long candidate records are kept and delete them on request. Every action the agent takes is logged, so you can reconstruct any candidate interaction end to end.
Start Free — Go Live When You’re Ready
Free to start.
No monthly subscription.
- 5,000 credits on signup
- Full canvas, all AI features
- 2,700+ integrations and templates
- Bring your own API keys
- Up to 5 user seats*
- Production deployment*
- Human chat support*
- Credits never expire
* Activates on first credit purchase.
Annual prepay.
Negotiated rate. Everything in Pay-as-you-go, plus:
- Annual credit package
- Custom user seats
- SSO
- Extended usage logs
- Assisted onboarding and training
- Agents built by CogniAgent team
- Premium support + SLA
Frequently Asked Questions about
AI Agent for Recruiting
You define the screening criteria and qualification logic yourself in the visual builder, no code required, starting from a recruiting template or from scratch. The agent asks your questions, adapts to the candidate’s answers, and reaches a pass/fail or ranking decision based on the rules you set, rather than applying one rigid checklist to everyone.
Text/SMS, WhatsApp, web chat on your site, email for job board applications, and voice for outbound follow-up or an inbound screening line. All channels share the same agent logic and candidate record, so someone who starts screening by text isn’t asked the same questions again over email.
Yes. Once a candidate qualifies, the agent collects their availability, checks your connected calendar for free slots, and books the interview inside the same conversation – no scheduling link and no manual back-and-forth. It sends the confirmation, and it can send reminders before the interview so fewer booked slots turn into no-shows.
Every candidate record (their answers and recorded consent) syncs to your ATS, CRM, Google Sheets, or any of CogniAgent’s 2,700+ connected platforms, so qualified profiles land where your hiring team already works instead of being re-typed in manually.
Candidate data is encrypted in transit and at rest, access is controlled by role so only the people you choose can see or export records, and every agent action is written to an audit log. You set your own retention period and can delete records on request. Applicant answers and screening conversations are never used to train public models.
Most teams build, test, and deploy a working screening flow in under a day, starting from a pre-built recruiting template rather than a blank canvas. There is no IT ticket, no procurement cycle, and no developer needed. The CogniAgent team is available from your first payment to help configure the flow, test it against real applications, and check the logic before it goes live.
It is built for high-turnover, high-volume hiring. Teams use it today across restaurants and food service, cleaning and facilities services, hospitality and hotels, automotive shops, retail and franchise networks, security companies, HVAC, MSP and IT services, and veterinary clinics. Any business where frontline managers do the hiring between shifts, and where a slow reply means the candidate accepts somewhere else, is a fit.
Yes. Build a separate screening flow for each role, each with its own questions, criteria, and calendar, and applications route to the correct flow automatically based on the source that triggered them. Multi-location and franchise operators run one screening setup across every site, with location-specific requirements and each manager’s own calendar attached.
No, it sits in front of your ATS rather than replacing it. Every candidate record – their answers and their recorded consent – syncs to Workable, Greenhouse, BambooHR, ADP, Paylocity, Google Sheets, or any of 2,700+ connected platforms, so qualified profiles arrive already filled in instead of bing re-typed. No ATS is required to use the agent; a spreadsheet works.
Yes, and they should. The agent identifies itself as an automated assistant at the start of the conversation, and you control that wording. It answers only from your job descriptions and knowledge base, so it never invents details about pay or schedule. Any question it cannot answer is handed to a human on your team rather than guessed at, and every candidate can ask to speak to a person.
You can start free: 5,000 credits on signup, no monthly subscription, and full access to the canvas and integrations. Moving to production starts from $10, and you pay only for what you use, with credits that never expire. Enterprise plans add an annual credit package, custom seats, SSO, assisted onboarding, and premium support with an SLA.
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