HR
Dana
Talent Sourcing & Screening

Hire Flow

Job posts go live on hh.kz and LinkedIn, resumes parse in, AI scores them, candidates take a test, and approved ones book interviews on the calendar themselves.

10 days
Discuss Hire Flow
The problem
  • HR drowns in 200 resumes per opening, reads each one manually
  • Test assignments go out by hand, tracked in scattered spreadsheets
  • Coordinating an interview slot with three people takes two days of emails
Dana
How it works
hire-flow.workflow
live
2xScheduleDaily 9am2xHTTPPOST hh.kz2xHTTPPOST LinkedIn2xHTTPPOST Telegram2xWatcherhh.kz inbox2xPDF ParseExtract fields2xGPT-4oScore vs JDSwitch2xCalendarFind slot2xGmailSend invite2xNotionAdd to talent pool
How it works
  1. 01Job opening is created once, auto-published to hh.kz, LinkedIn, and Telegram channels
  2. 02Resumes are parsed: experience, skills, education, salary expectations
  3. 03AI scores each candidate on 5 criteria from your job spec, returns 0–100
  4. 04Top candidates receive a test assignment in Telegram or email
  5. 05Candidates who pass see open calendar slots and pick one themselves
  6. 06HR receives a Telegram with a ready-to-go interview week
What you get
  • ✓HR closes a position in 2 hours of work instead of 20
  • ✓Candidates get a same-day reply instead of waiting a week
  • ✓Only relevant people end up on the interview calendar
Connects with
headhunterlinkedingmailgoogle-calendartelegramnotionclaudeopenai
Case

IT company in Astana

Before

Closing a Senior position took 6 weeks

After

11 days end to end; 180 resumes screened in 25 minutes

FAQ

How do you automate finding candidates, not just processing applications?

The AI agent posts vacancies on LinkedIn and hh.kz, collects applications, and at the same time finds suitable people itself: those who marked open to work status or posted a resume. The agent messages them first, so you get not only incoming applications but active candidate sourcing.

Can the AI message candidates who are looking for a job itself?

Yes. The agent finds people on LinkedIn and hh.kz with open to work status or those who posted a resume for the needed role and sends them an offer message. This expands the candidate flow beyond those who applied on their own.

How do you automate resume screening with a large flow of applications?

The agent processes incoming applications right after the vacancy is posted, matches each resume against the criteria, and assigns a score. HR gets a sorted list with suitable candidates on top and does not read hundreds of resumes in a row. With 200 applications this saves 12-14 hours a month.

How does the first contact with candidates work?

The agent messages selected candidates itself via WhatsApp or hh.kz, clarifying availability, desired position, and start date. Answers go into the CRM card. HR calls only those who confirmed interest and basic conditions, so the conversation is to the point.

How do you avoid losing candidates between hiring stages?

All data is stored in a single CRM available to HR across all locations. A repeat application from the same person is recognized automatically, with the result of the previous interview visible. The agent reminds who to call back and who is waiting, so candidates are not lost to forgotten arrangements.

Which job sites and CRMs does the system work with?

Posting and sourcing run on hh.kz and LinkedIn through official integrations, and data is passed to Bitrix24, amoCRM, or another CRM. Integration works with almost any system the company already uses, so there is no need to change familiar tools.