AI agents handling candidate screening, interview scheduling, job posting, and offer coordination. Fill positions faster, improve quality of hires.
Recruiters drown in screening calls, emails, and job-match inquiries. 40% of their time is intake work that doesn't advance placements. Turnover in team is 30%/year due to burnout. Can't scale without hiring more recruiters.
Engineering managers need developers filled in 2 weeks. Marcus screens 200+ resumes manually, conducts 50+ phone screens to find 5 qualified candidates. Pipeline is slow and painful. Quality mismatches happen.
Works on contingency. Every day a position is unfilled = lost revenue. Spends 3 hours/day on scheduling, calendar conflicts, and no-show interview prep. Misses time with candidates who could be placed.
Passive candidate sourcing takes time. When candidates express interest, follow-up is slow. Many ghost after initial call. Needs system to maintain candidate pipeline and nurture relationships.
Hiring cycles are slow. By the time offers are ready, top candidates have accepted elsewhere. Need faster coordination between recruiting, hiring manager, and legal. No system to manage candidate experience.
Managing 50+ concurrent searches across multiple clients. Interview coordination is manual and chaotic. Candidates slip through cracks due to poor communication. Client satisfaction is 7.2/10.
Pre-trained on technical, sales, customer success, and executive recruiting workflows. Integrates with ATS, CRM, and interview scheduling platforms.
Engages job applicants instantly. Confirms job interest, asks availability, and pre-qualifies fit (years exp, location, salary expectations).
First touchConducts intelligent screening interviews. Asks role-specific questions, assesses technical fit, cultural alignment. Scores candidates. Routes hot talent to recruiter for final interview.
ScreeningSells role and company culture to candidates. Handles objections ('Why would I leave my job?'). Explains benefits, growth path, team dynamic. Increases offer acceptance rate by 35%.
EngagementSends detailed job descriptions, company culture videos, team bios, and interview prep guides. Keeps passive candidates warm. Nurtures long-term pipeline.
Pipeline buildingAnswers candidate questions: salary range, benefits, team size, location flexibility, start date. Updates on interview progress and offer status. Improves candidate experience.
ExperienceTracks all searches, candidate pipelines, time-to-fill metrics, and placement success rates. Generates client reports showing open roles, qualified candidates, and ETA to fill.
AnalyticsEvery week a position sits unfilled = lost revenue and team stress. Top candidates accept competing offers while waiting.
Real scenarios. Real recruiting workflows. This is what happens when a candidate hits your pipeline.
Software engineer applies for $150K role. Normally Sarah spends 20 minutes on first phone screen: confirming interest, checking location/availability, etc.
Recruiter has 200 resumes to review for engineering role. Manual screening of each takes 20 minutes. 4,000 minutes = 67 hours of recruiting time.
Final candidate for role is a perfect fit. Just graduated from competing offer. Candidate is considering both. Company made offer, but candidate is hesitant about team.
Found perfect candidate for CEO role. Candidate not looking now but interested long-term. David needs to maintain relationship for when candidate is ready.
Offer accepted. Candidate has lots of questions before day 1: benefits details, relocation support, onboarding process, W2 vs 1099.
Managing 50+ concurrent searches for 10 enterprise clients. Clients constantly ask 'Where are we on fills?' No system to track status.
The real power is when multiple agents handle a workflow from start to finish.
Predictable monthly pricing. No per-seat fees. All plans include setup, configuration, and CRM integration.
500 included AI responses
Up to 3 agents
2,000 included AI responses
Up to 6 agents
6,000 included AI responses
All 11 agents
Overages billed per AI response. See full pricing breakdown →
Kazozo integrates with Greenhouse, Lever, LinkedIn Recruiter, and your ATS to streamline hiring from apply to offer to day 1.
Not a replacement for your recruiters. The 24/7 screening and coordination layer that lets them focus on relationship-building and closing.
Tell Kaz about your business. He'll recommend the right agents and have you live in 1–2 weeks.
Every Kazozo plan includes these agents — they work together on your front desk, follow-up, and operations.