Stop spending 40 hours on the wrong candidates.
AI that screens resumes, conducts initial conversations, and surfaces only the candidates genuinely worth your time. Faster hiring, better fit, no quality compromise.
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The Problem
Most companies waste 60-70% of their recruiting time on candidates who shouldn’t have made it past the first screen. Resumes that don’t match the role. Candidates with deal-breaking gaps. People who’d never accept the salary range. All consuming your team’s calendar.
Hiring managers and recruiters end up choosing between two bad options: spend hours on every applicant (slow) or skim with snap judgments that miss great candidates (biased and inaccurate).
AI changes the math. It can read every resume thoroughly, compare against your specific criteria, conduct initial conversations to verify fit, and surface only the candidates genuinely worth deeper conversations. Faster, more thorough, and demonstrably less biased than skim-reading.
Curious if this fits your business?
Book a free 30-minute AI Audit. We’ll identify 1-3 specific opportunities with clear ROI estimates. No pitch, no slides.
Book Your Free Audit →What We Build
We build AI recruitment screening tools tailored to your roles and culture. The system reads resumes deeply (not just keyword matching), conducts initial async or live screening conversations, and produces ranked candidate profiles with structured strengths, gaps, and recommended next steps.
Your team starts the day with a list of 8 candidates worth their time, instead of 80 they have to slog through.
Built for results, not demos
Every system we build has measurable success criteria from day one. We don’t ship pretty UIs that no one uses — we ship outcomes.
Your team gets a working solution that fits the way you actually run, with full documentation, training, and our team on call when something needs tuning.
How It Works
Define what ‘good’ looks like
We work with hiring managers to define the actual criteria for each role — must-haves, nice-to-haves, deal-breakers, culture fit signals.
Build the screener
AI tuned to read resumes thoroughly and conduct screening conversations that gather the right info.
Bias and compliance review
We test outputs for bias, fairness, and compliance with relevant employment law.
Deploy & integrate
Plugs into your ATS — Greenhouse, Lever, Workable, etc. — and feeds candidates into your existing workflow.
What It Looks Like
Where This Wins
High-Volume Hiring
Retail, hospitality, support, sales — roles with hundreds of applicants per opening. AI handles the initial screening at scale.
Technical Roles
Engineers, data scientists, designers — where resumes mislead and you need real signal on technical fit.
Executive Search
Senior roles where each conversation is high-stakes — AI surfaces the few candidates genuinely worth deep interviews.
Recruiting Agencies
Multiply your recruiter capacity 5-10x. Each rep handles more searches with better candidate quality.
The compounding effect
Most AI projects deliver one-time gains. Ours compound. As more of your operations run through AI systems, the data they collect makes them sharper week over week.
Six months in, you’ll be running circles around competitors who are still doing the work the old way.
Start with a Free Audit →
Why demelos
Less biased
Structured evaluation against defined criteria reduces unconscious bias inherent in skim-reading. Quarterly audits confirm fairness.
Higher signal
AI reads every resume thoroughly. Catches strong candidates whose resumes don’t pop visually.
10x faster
Hours of screening collapse to minutes. Your team focuses on the candidates worth the investment.
Questions, answered
Generic AI does. Custom-built systems with clear criteria and bias auditing are demonstrably FAIRER than humans skim-reading. We measure and report on this.
Yes, transparent disclosure is best practice and required in many jurisdictions. Candidates often prefer it (less awkward than a bad recruiter call).
Greenhouse, Lever, Workable, Ashby, Workday, BambooHR, custom ATSes — most major systems with APIs.
We architect for compliance — auditable decision logs, consistent criteria, regular bias audits, opt-out options.
It evaluates the things you tell it to look for — specific work styles, values demonstrated through behavioral questions. ‘Culture fit’ as a vague concept stays a human judgment.
First role live in 2-3 weeks. Most clients reduce time-to-hire by 40-60% within the first quarter.
