Recruitment agency or HR team: what can an AI agent take over?

Examples of agents we build for recruitment and HR

Each agent is custom-built on your own tools; a few examples:

• The brief agent: turns intake notes or the recording of the brief into a job description and an ad, in your templates.
• The applications agent: reads each incoming CV, files it in your applicant tracking system and summarizes what it shows against the brief.
• The talent pool agent: finds candidates already met for a similar role, with their interview write-ups.
• The scheduling agent: offers interview slots to the candidate and the hiring manager, then sends the confirmations once a slot is chosen.
• The interview agent: cleans up interview notes and prepares the candidate report in your agency's format.
• The follow-up agent: tracks candidates waiting for an answer and clients yet to comment on a shortlist, and drafts or sends simple reminders.
• The onboarding agent: lists the documents for the new hire's file, chases the new starter and prepares their first day with the manager.
• The employee HR agent: answers questions on leave, health insurance or the company agreement on Teams or WhatsApp, citing the document.
• The retention agent: flags applications older than your retention period, so you can decide to delete them.
• The reporting agent: prepares a weekly view of open roles, candidates in process and time to hire.

Can it write the job description and ad after the brief?

After the intake meeting with the client or hiring manager, you need a clean job description and an ad. The agent starts from your brief notes and comparable job descriptions you have already written, and drafts both in your Word templates.

Once the consultant approves the ad, the agent can post it on the job sites you already use.

Can it read applications without eating up the day?

For one role, CVs arrive by the dozen. The agent reads each application and pulls out what matters against the brief: career path, the required skills it actually shows, points to probe in the interview, each linked to the passage of the CV it comes from.

It rules no one out: the recruiter decides, CV in hand, with a reliable summary for each candidate.

Can it write up interview notes?

Interview notes are taken in a hurry. The agent turns them into a write-up, then into the candidate report in your agency's or company's format: background, motivation, strengths and points of attention noted by the consultant.

The consultant can also dictate their impressions on the way out of the interview: the agent files them in the candidate's record, ready to review before the report goes to the client.

Can it keep follow-ups with candidates and clients on track?

A candidate is waiting for an answer, a client has not given feedback on a shortlist, a new hire's file is still missing documents. The agent lists what is pending and drafts the follow-ups and replies.

Simple messages, such as an acknowledgement or an interview slot, can go out automatically if you choose; the rest are reviewed before they are sent.

Can it answer employees' HR questions?

In a small company's HR team, the same questions keep coming: booking leave, health insurance, an expense claim, what the company agreement says. Employees ask the agent on the intranet, Teams or WhatsApp, and it answers from your procedures and agreements, citing the document behind the answer.

For a new starter, it lists the documents needed for the onboarding file and what is still missing. An individual situation that calls for judgement is passed to the HR manager.

Where does our candidates' data go?

CVs and interview notes are personal data. In France, the data protection authority (CNIL) recommends keeping an unsuccessful candidate's data no longer than two years after the last contact, and telling the candidate so. Your retention rules stay yours: Saména works in the folders you choose, and what it has retained is deleted on request.

Your files stay in SharePoint, OneDrive or Dropbox. Saména reads them in read-only mode and keeps no copy; what it retains is encrypted with a key unique to your company. Processing servers are in France, the database is in the European Union. You choose the model: Claude, models from OpenAI, or Mistral if you prefer a French model. It runs in Europe and keeps none of your data. If your requirements call for it, Saména can run on your own infrastructure.

Where do we start?

With a half-hour call. We look at how your team works, from the brief to the new hire's first day, with which tools, and pick the first agent to build together.

Our engineers build it on your tools: it is usually running two weeks after the call, in the Saména app and also from Claude, ChatGPT or Copilot. They then stay on to keep it evolving and build the next ones. There is a one-time setup fee, then a monthly subscription; we give the amounts on the call.

Frequently asked

Does Saména already work in recruitment?

Saména currently works with a consulting firm, an environmental engineering consultancy and a network of car repair garages, and each agent is built around the way the company using it works. The first call is there to see what an agent would take over for you.

Does the agent pick candidates for us?

No. It reads and summarizes applications, and every point links back to the CV. Screening, interviews and the final choice stay with your recruiters.

Can the agent connect to our applicant tracking system?

Yes, that is the point of a custom build: we connect to the tools you already use, applicant tracking system, HR software, email, calendar, SharePoint, OneDrive or Dropbox. We look on the call at how to connect to yours.

Can a message go to a candidate without review?

Only if you choose so, for simple messages such as an acknowledgement or an interview confirmation. Everything else is approved by someone on your team before it is sent.