AI for recruiting that answers every candidate and decides nothing.
Recruiters lose candidates to slow replies, scheduling ping-pong and notes typed up late at night. We build AI for recruiting and HR teams that answers candidates on WhatsApp and e-mail, books interviews, writes up interview notes — and leaves every decision about a person to a person.
What we would build
- Candidates
- Questions answered, status updates on time
- Scheduling
- Interviews booked without the back-and-forth
- Notes
- Interviews transcribed and summarised privately
- Closest proof
- Our meeting notetaker, an interview-coaching site
What we have built that recruiters would use
We have not built for a recruitment agency yet. We have built the pieces.
- Operations · our own toolIn use at Takat
A meeting notetaker that runs on our own servers
A bot joins the video meetings in our calendars, records them and, once the meeting is over, transcribes the full audio on our own machine — nothing leaves the server. Minutes with decisions and actions are posted to the team, and the organiser is told when the bot is waiting in the lobby.
- A meeting the bot was never admitted to leaves nothing behind
- The recording machine starts before a meeting and stops after it
- Careers & training · IndiaIn client review
A rebuilt website for an interview-coaching business
An interview-coaching and corporate-training company had a site that only rendered in the browser, so search engines saw almost nothing. We rebuilt it with one server-rendered page per programme, structured data and plain, honest copy — no fake urgency, no invented numbers.
- Media & creators · South AfricaLive
A creator-marketing platform for brands and agencies
Brands and agencies find the right creators, run a campaign end to end and report on what it was worth — on numbers that come from the creators' own connected social accounts rather than from screenshots.
- Creator discovery and matching for brands and agencies
- Creator profiles built from data the creators verified by connecting their own accounts
- A campaign workflow for agency teams, from brief to publication, with a pay range set by the brand
- Campaigns that explain why they cannot publish yet, instead of failing silently
- Campaign reports and exports for the brand, and a WhatsApp assistant for creators
Speed for candidates, time for recruiters
Candidate questions
Salary range, location, process, next steps — answered on WhatsApp or e-mail from the job brief, day and night, with a recruiter one tap away.
Interview scheduling
Candidates pick a slot that works for the interviewer's calendar; confirmations and reminders go out on their own.
Interview notes
Interviews transcribed on a server you control and summarised against the brief, for the interviewer to correct — the notetaker we run for our own meetings.
Status updates
Every candidate told where they stand, including when the answer is no — no one left without news.
Profiles on verified data
Skills and experience shown from what the candidate confirmed, the way our creator platform builds profiles from accounts creators connected themselves.
Onboarding
Documents collected, forms signed and first-day information sent once an offer is accepted.
Hiring decisions stay human
Using AI to screen or rank candidates is regulated. In the European Union, the AI Act lists AI systems used to filter applications and evaluate candidates as high-risk. In New York City, Local Law 144 requires a bias audit within a year before an automated employment decision tool is used, public audit results and notice to candidates.
We build assistants that communicate, schedule and take notes. Filtering, ranking and choosing candidates stay with recruiters and hiring managers — and candidates are told when they are talking to an assistant.
Sources
- Regulation (EU) 2024/1689 (AI Act), EUR-Lex — Annex III, point 4, employment; checked 23 September 2026
- Automated Employment Decision Tools, NYC Department of Consumer and Worker Protection — Local Law 144 of 2021, enforced since 5 July 2023; checked 23 September 2026
Related
Frequently asked questions
How can recruiters use AI?
To answer candidates' questions quickly on WhatsApp and e-mail, schedule interviews without back-and-forth, transcribe and summarise interviews privately, keep every candidate informed and handle onboarding paperwork.
Has Takat built AI for recruitment?
Not for a recruitment agency yet. We run a meeting notetaker that transcribes on our own server and rebuilt the website of an interview-coaching business in India.
Will the AI screen or reject candidates?
No. Filtering, ranking and choosing candidates stay with people; the EU AI Act treats such tools as high-risk and New York City requires a bias audit before they are used.
How long do candidates wait for an answer?
Tell us, and we will show you how to make it minutes.