HR & Recruitment · Invaist use case

Recruitment automation:
your HR team runs real interviews, not CV sorting.

We automated application screening for a recruitment agency: every CV is analysed and scored against the job criteria, and only qualified candidates come through. Your HR team runs real interviews, not CV sorting.

Multilingual analysis · all formats

Scoring on your business criteria

ATS, CRM, HRIS connected

GDPR · Candidate data protected

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12 wks

to hire a manager on average in France

Apec 2025

20 %

of weekly time saved by recruiters who use generative AI

LinkedIn 2025

2 min

automatic reply to candidates

54 %

of French companies find some of their hires difficult

Apec 2025

The problem

Why manual CV screening costs you your best hires

For 200 applications received, an HR officer spends 2 days on average screening before seeing a single relevant candidate. That is 2 days during which good candidates apply elsewhere. An automated recruitment system removes this bottleneck as soon as applications arrive.

A qualified employee stuck on sorting

Your HR staff were hired for their ability to assess people, run interviews and retain talent. Not to spend 2 days reading CVs and moving files around.

Slow screening means missing the right candidates

Qualified candidates do not wait around. If your pre-selection process takes 5 to 10 days, your best candidates have already accepted another offer.

No reply to unsuccessful candidates

For lack of time, unsuccessful candidates often receive no feedback at all. This damages your employer brand — and hurts your future recruitment campaigns.

Selection criteria applied inconsistently

Manual screening inevitably introduces subjectivity. “Must-have” criteria are not always applied the same way from one HR officer to another, or from one day to the next.

What we put in place

Our automated recruitment system

Here is how our automated recruitment system eliminates manual screening while improving the quality of hires.

Multilingual analysis, all formats

The workflow handles every CV format (PDF, Word, LinkedIn) in 40 languages. It detects skills, levels, experience and qualifications.

Dynamic scoring per job

You define the must-have and nice-to-have criteria for each job. The workflow automatically scores and ranks each candidate from 0 to 100 according to your priorities.

Automatic acknowledgement of receipt

Every candidate receives a personalised acknowledgement in under 2 minutes. Application drop-off is reduced and your employer image is preserved.

Complete candidate file for the interview

For every shortlisted candidate: a summary of strengths, points to watch and suggested interview questions. Your HR team arrives prepared from the very first contact.

ATS / CRM / HRIS connection

We connect the workflow to your existing tools (Greenhouse, Lever, Recruitee, Workday, Talentsoft). Qualified candidates appear directly in the tools you already use.

Recruitment analytics

Conversion rate by source, time per stage, quality of applications. Data to continuously optimise your job ads and processes.

Tools and connectors used

GreenhouseLeverRecruiteeWorkdayTalentsoftPDF · Word · LinkedIn

Before / After

What it changes in practice

Recruitment agency · 18 staff · Lyon — D+30 after deployment

Before

✕200 CVs to process manually for every job posted
✕Average time-to-hire: 34 days
✕No reply to unsuccessful candidates
✕Inconsistent screening depending on team availability

After · D+30

✓Top 10 scored candidates presented in under 15 minutes
✓Time-to-hire reduced to 24 days (–10 days)
✓Automatic reply to 100% of candidates within 2 minutes
✓Criteria applied identically for every job

Investment

Every automation is custom-built

From €2,900 excl. VAT · Simple workflow, exact price on quote

This use case is given for illustration only. Depending on your context, your tools and your scope, the budget may vary. The 30-minute audit is free and with no commitment — that is where we assess together what is feasible, in what timeframe and for what investment.

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30 minutes · No commitment · No credit card

FAQ

Frequently asked questions

Compatible with our current ATS?

Yes. We natively connect Greenhouse, Lever, Recruitee, Workday, Talentsoft and most ATSs via API. If your tool is not listed, we build the connector — usually in less than 2 weeks.

Can automation introduce bias into recruitment?

CV screening and candidate pre-selection are among the uses classified as high-risk by the European AI Act. The corresponding obligations (effective human oversight, traceability of decisions, bias control) will apply from December 2027. Our system is designed in that spirit today: scoring relies exclusively on the business criteria you define, sensitive data (gender, origin, perceived age) is excluded by default, and every decision remains subject to human validation before any final rejection.

What happens to unsuccessful candidates?

The workflow can automatically send personalised, respectful rejection replies. Timing and content are configurable. Your unsuccessful candidates receive a reply — which improves your employer brand.

What happens if our recruitment criteria change?

Scoring criteria are fully configurable from your interface. You adjust them yourself in a few minutes for each new job. No intervention from us is required for standard changes.

What is an automated recruitment system and how does it fit into my current process?

An automated recruitment system plugs into your inbox or your existing ATS: it analyses every CV received, scores it against your criteria and presents you with a shortlist, without changing anything in your current tool. Recruitment automation complements your process rather than replacing it — you stay in control of every interview and hiring decision.

Recruitment automation:your HR team runs real interviews, not CV sorting.