- Screens applications against must-have criteria
- Requests missing availability or documents
- Prepares candidate summaries
- Books interview slots
- Sends reminders
Work we can take on
Move applicants from inbox to interview-ready shortlist without recruiter drag.
CapacityBench helps hiring and staffing teams screen obvious fit, chase availability, schedule interviews, and keep human judgment for final calls.
Workflow pilots start from $750/month. Prove one recurring job, then move into a managed AI employee from $1,500/month.
What changes
The routine work gets handled. Your team gets the clean handoff.
This page is the simple version: what comes off the team's plate, what they get back, and where people still make the calls that matter.
- Shortlist
- Interview schedule
- Candidate summary
- No-show follow-up
- Final pass or fail
- Pay exceptions
- Sensitive candidate issues
- Legal or compliance concerns
- Role requirement changes
- Role criteria change daily
- Every candidate needs bespoke senior judgment
- Calendar ownership is unclear
- The team wants AI to make final hiring decisions
Why it is safe to start small
Start with the repeatable work. Keep judgment with people.
The first version is deliberately narrow. It clears routine follow-up, prepares clean summaries, and brings the judgment calls back to the right person.
Qualified candidates surfacedInterview slots bookedNo-show follow-upsRecruiter admin time avoided
First 30 days
A practical start, not a transformation project.
We start with the smallest useful version, prove whether it moves the work, and only expand when the first role is earning its keep.
Lock the screening rules
Define must-haves, nice-to-haves, knockouts, interview owners and candidate message tone.
Prepare reviewed shortlists
Summarize candidates, flag gaps and draft scheduling messages while humans approve decisions.
Automate coordination
Let routine availability chasing, reminders and calendar handoffs move without recruiter babysitting.
Measure hiring flow
Review time-to-interview, no-show rate, recruiter interruptions and shortlist quality.
Example result
Candidate matched: warehouse associate, 2 years RF scanner, forklift cert active, available 6 AM shift. Missing: reference phone. Interview slot held Tuesday 1 PM pending recruiter approval.
Shorter application-to-interview time and fewer scheduling stalls.
The pilot is judged against movement in this metric, not against whether the AI looks impressive.
People still approve the calls that matter.
- Final pass or fail
- Pay exceptions
- Sensitive candidate issues
- Legal or compliance concerns
- Applications screened within target window
- Interview scheduling time
- Candidate summaries accepted by recruiters
- No-show follow-ups completed
- Onboarding checklist chase
- Document collection
- Weekly hiring brief
- People Ops support
Check this workflow
Send the rough version. We will tell you if this is the right first AI employee.
Use this when the work shows up every week, has a clear owner, and is costing the team time.