For recruitment agencies

AI that screens candidate enquiries.

Kaer screens candidate enquiries by reading each one against your brief, sorting it into call, maybe or no with the reason attached, and drafting a reply. A recruiter makes the decision and approves every message. It runs from your mailbox, so every enquiry gets read and a reply is ready, even in a busy week.

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What does Kaer do with a candidate enquiry?

It reads, sorts and drafts. A person decides who moves forward.

  • Reads against the brief

    Compares each CV or message with the role's must-haves and says which it found, which it did not and where it could not tell.

    Waits for you: nothing. The sort is a suggestion.

  • Asks for what is missing

    Drafts a short note when an enquiry leaves out right to work, notice period or salary expectations.

    Waits for you: every message to a candidate.

  • Replies to everyone

    Drafts an answer for each enquiry, including the rejections nobody gets round to.

    Waits for you: every message to a candidate.

  • Books the first call

    The Diary agent offers free slots and books the one the candidate picks.

    Waits for you: the emails to both sides.

  • Watches the pipeline

    The Jobs agent follows each enquiry through to placement and flags the ones that have stalled.

    Waits for you: nothing. It reads and reports.

How do you set up screening?

Connect the inbox, write the brief and let new mail start the job.

  1. 01Connect the inbox

    Use a Kaer mailbox or connect your own over IMAP. Job-board alerts that arrive as email work the same way.

  2. 02Write the brief

    Must-haves, nice-to-haves and what rules someone out. Keep it to the job: leave out anything touching a protected characteristic.

  3. 03Add your wording

    Give Kaer your tone and the way you say yes, not yet and no.

  4. 04Start it on arrival

    Turn it into a workflow that runs when mail arrives, so each enquiry is read as it lands.

Is it legal to screen candidates with AI?

It depends where you hire, and the rules are tightening. Keep a person on every decision, tell candidates how you use AI and take advice for your market. This is a summary, and it is not legal advice.

  • European UnionEU AI Act

    AI used to filter applications or evaluate candidates is listed as high-risk, which brings duties for the firms that use it.

  • United KingdomUK GDPR

    Data protection law restricts significant decisions made with no meaningful human involvement, and the ICO has named recruitment tools as a focus.

  • New York CityLocal Law 144

    Before using an automated employment decision tool, employers need a recent independent bias audit and must notify candidates.

  • What Kaer's default doesYour responsibility

    Kaer sorts and drafts, and a recruiter decides. That helps. Compliance remains your responsibility.

What does a recruiter keep?

A recruiter keeps the decisions, the calls and every message to a candidate.

  • Who goes forward

    Kaer's sort is a suggestion with reasons. You can overrule any of it.

  • Every message

    Email is held with a preview until you approve or edit it.

  • Calls and offers

    Screening calls, feedback and offer conversations stay with you.

  • Your ATS

    If your ATS has a web app, Kaer can use it in its own browser. Status changes run without a stop unless the brief says otherwise, so name what it may update.

Questions

Can AI screen candidates automatically?
It can read and sort them automatically. Leave the decision and every reply with a recruiter, which is how Kaer works by default.
Does Kaer connect to my ATS?
There is no direct ATS connection today. If your ATS has a web app, Kaer signs in and works in its own browser. You can also export candidates to a spreadsheet and attach it.
Will it reject someone without a person seeing it?
Not unless you set it up to. Replies wait for approval by default, and auto-replies are something you switch on yourself. Leave them off for rejections.
How do you reduce bias when screening with AI?
Screen on job requirements you can defend, write them in the brief and review a sample of the no pile each week. Kaer attaches a reason to each sort, which makes that review possible. It does not remove bias by itself.
What about candidate data?
Kaer's Data Processing Addendum applies automatically for business use, on every plan, and its servers are in Germany and Finland. You remain responsible for your candidates' data, so check your privacy notice covers this use.

Where to go next

Start with one live role.

Starting is free and needs no card.

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