CV screening against role criteria, candidate outreach drafts, interview scheduling, reference coordination. The agent handles the admin so your hiring managers can focus on the conversations that matter, and your candidate experience stops being a casualty of a busy week.
Wired into Greenhouse, Workable, Lever, Ashby, or your bespoke ATS. The agent handles the admin side of recruiting while humans keep the conversations.
Reads every CV against the actual role criteria you agreed with the hiring manager. Scores, categorises, and surfaces the top 20% with reasoning. No more 200-CV inboxes. No more gut calls on name or alma mater.
Drafts personalised outreach in your brand voice. References the candidate's real work (GitHub, articles, past roles). Sends on approval. Re-engages warm candidates when new roles open. Candidates feel seen, not spammed.
Coordinates calendars across panel members, sends confirmations, reschedules when things change, sends prep materials. Handles the calendar Tetris hiring managers hate. Interviews happen without anyone chasing.
Chases references, sends rejection emails in your tone (not templated), keeps candidate experience warm even for the people you don't hire. The candidates you rejected this quarter are your applicants for next year.
Two Digital Signet agents are in production today:
The Recruiter Agent uses the same architecture, the same human-in-the-loop approval on every candidate-facing message, the same data isolation. Pointed at your pipeline of talent instead of your books or your content. Be our first public Recruiter case study. Discount in exchange for the story.
You're hiring 5 to 20 people a year and drowning in CVs every time you post a role.
Your hiring managers spend Fridays scheduling interviews instead of doing the work they were hired for.
You've tried outsourced recruiters and their outreach felt generic, spammy, and damaging to your employer brand.
Candidate experience is suffering because rejection emails and updates take a week to go out.
You want to move fast on great candidates but your process is too slow and you keep losing them to competitors.
References, coffee chats, and follow-ups fall through the cracks when the pipeline gets busy.
One day. We review your current hiring process, your ATS, your brand voice for candidate messaging, and one real role you're hiring for. You see the agent's shortlist for that role.
Three weeks. We wire the agent into your ATS and calendar. It screens incoming CVs, drafts outreach, schedules interviews for one live role. Every message needs human approval.
Agent goes live across your roles. Your hiring managers see shortlists, approve outreach, attend interviews. The admin happens in the background. Candidate experience improves measurably.
Month by month: more roles, more markets, warm-candidate re-engagement when new roles open. Your hiring funnel becomes systematic instead of heroic.
Fixed setup fee, monthly subscription. Model costs itemised separately in your invoice. No per-hire or per-placement fees.
Prices indicative. Every engagement is scoped and quoted in writing before any work begins.
It improves it. Faster responses, personalised outreach, timely updates even for rejected candidates. Candidates notice and remember. The candidates you rejected this quarter are your applicants and referrers for next year.
Default: outreach is drafted by the agent and approved by a human before it sends. The candidate experience is fully human-mediated. If you prefer disclosure, we'll build it in, but the default is to keep it human-facing.
Agents can be fairer than humans if you build them right, and worse if you don't. We screen on role criteria you sign off, exclude protected characteristics from scoring, and maintain an audit log you can show an equality auditor. Bias testing is part of the setup.
Greenhouse, Workable, Lever, Ashby, and HubSpot's recruit module are first-class. Bespoke ATS or in-house tool? Scoped in Discovery. If it has an API, we integrate.
No. It handles the admin side: screening, scheduling, outreach drafts, reference chasing. Your recruiter does the judgement work: candidate experience, closing top talent, strategic hiring decisions. The agent buys them time to do the part they're good at.
Book a discovery call. We'll review your current process, your ATS, and one live role. Tell you honestly whether a Recruiter Agent is the right move at your hiring volume.
