Meet Casey, the AI recruiter who triages the applications so you interview the right people.

What problem does an AI recruiter solve?

Hiring is slow not because deciding is hard, but because getting to the candidates worth deciding on means wading through volume. Screening is repetitive, time-pressured, and the first thing that delays a good hire. That's the job Casey owns.

Good candidates get lost in the volume

When a role draws hundreds of applications, the strong ones sit in a queue nobody has time to clear, and they take another offer while you're still reading. Casey triages every application fast and surfaces the strong fits, so good candidates don't get buried.

Screening is repetitive and inconsistent

Reading résumés against the same criteria, over and over, is tiring work where standards drift by the fiftieth one. Casey screens every candidate against the same role requirements consistently and explains each score, so the bar stays even.

Hiring managers are buried instead of interviewing

The person who should be interviewing is instead reading a stack of applications. Casey does the first pass so the hiring manager's time goes to the conversations that actually decide the hire.

No clear view of the pipeline by role

Across several open roles, it's hard to see where each stands and who's where. Casey drafts a pipeline-by-role view, so you know at a glance which roles need attention.

How does an AI recruiter work — and could it reject a candidate on its own?

Casey screens and ranks; you decide who advances. Here is the full loop.

Define the role and 'good'

Give Casey the role requirements and what a strong candidate looks like for you. It screens against your criteria, not generic keyword matching.

It triages every application

As applications arrive, Casey reviews each one against the role — fast, and for every applicant, so none sit unread in a queue.

It screens and scores

Casey screens each candidate against the requirements and drafts a scorecard explaining the fit — what matches, what's missing — so the ranking is transparent, not a black box.

It drafts the shortlist and pipeline

It assembles a ranked shortlist with the scorecards and a pipeline-by-role view, queued for your review.

You decide who advances

Review the shortlist, advance who you want, and run the interviews. Set up to shortlist, Casey leaves advancing and rejecting to you — every hiring decision is yours.

Casey triages, screens, and ranks. You decide how far it goes: ask for a shortlist and you get a shortlist. Work it starts on its own never makes destructive or out-of-lane changes without checking with you first, it only sees the candidate data you give it, and every reply shows the steps it took.

How Casey gets more useful over time

Casey isn't a tool you reconfigure each time. The longer it works with you, the less you have to repeat yourself — here's why.

A memory of your business

Casey keeps a private notebook of your role requirements, screening criteria, and scorecards. It doesn't reset between sessions, so you stop re-explaining the basics.

Improves from your corrections

A daily reflection proposes up to three refinements to Casey's own instructions, which you approve — so it gets better at screening instead of repeating the same miss. Casey never "gets smarter" on its own.

Runs at the autonomy you set

You decide how independently Casey works on its own. Work it starts itself — scheduled runs and follow-ups — never makes destructive or out-of-lane changes without checking with you first, and every decision is logged.

Where does an AI recruiter fit?

Casey owns the same job — triage, screen, rank — across different hiring situations:

Founder-led Hiring

Hiring without a recruiter

A founder hiring their first roles is drowning in applications with no recruiter to screen. Casey triages and shortlists against the role, so the founder spends their scarce time interviewing the strongest fits rather than reading every CV.

A founder interviews the best, instead of reading the pile.

Agencies & Services

Frequent hiring across roles

A growing services firm hires steadily across several roles at once. Casey keeps a pipeline-by-role view and screens each applicant consistently, so hiring managers always know where each role stands and which candidates to talk to.

A clear, consistent pipeline across every open role.

Operations

High-volume roles, fast

A role that draws hundreds of applicants needs fast, fair screening or good candidates walk. Casey triages every application against the same criteria the day it arrives, so strong candidates are reached before they're gone.

Strong candidates surfaced same-day, screened to a consistent bar.

What does an AI recruiter connect to?

Casey works from the applications and tools your hiring already uses, through Kuvai's Connected Systems — only the tools you connect and assign to it.

Sourcing & profiles

Apollo.io

Applications & résumés

Uploaded résumésGreenhouseGmailGoogle Drive

Pipeline tracking

Google SheetsAirtableNotion

Team comms

SlackGoogle Calendar

You connect each tool by signing in through its own OAuth screen, and Casey only works in the tools you've connected and assigned to it. Set it up to screen and rank, and advancing, rejecting or contacting a candidate stays with you.

Will an AI recruiter reject candidates on its own?

Hiring decisions affect people's lives, so Casey is built to screen and leave the decisions to you. As with every Kuvai teammate, you decide how far it goes.

Rejections stay your call

Set up to shortlist, Casey ranks and shortlists, and advancing or rejecting a candidate is your decision. Borderline candidates are flagged for your call, not quietly screened out.

Every score shows its reasoning

Each candidate's scorecard explains the fit against the role — what matched, what didn't — so the ranking is transparent and reviewable, not a black box. Every reply shows the steps it took.

Candidate data stays in your hands

Casey only sees the applicant information you give it, and uses it to screen within the access you grant. You can pause or retire Casey at any time.

How is this different from an ATS or doing it yourself?

An applicant tracking system stores and organises applications but won't read and screen them for you — it's a filing cabinet, not a recruiter. Doing it yourself means reading every résumé against the criteria, which is exactly the volume work that delays good hires and drifts in consistency.

Casey does the screening: it triages every application, scores each against your requirements with a transparent scorecard, and drafts the shortlist and pipeline. It accumulates your context — what 'good' means for your roles — so the shortlists sharpen, and it works alongside the rest of your Kuvai AI team while every hiring decision, and every rejection, stays human.Explore the Kuvai platform