Recruiting bot and recruitment bot that screens and books candidates
RecruitingBot is a recruiting bot that sources, contacts, screens, tests and books interviews for salaried roles. Plans start at 299 USD monthly or 149 USD per month billed yearly, with no hiring fees. A person approves every shortlist.
- GDPR built in
- Human approves every shortlist
- No hiring fees
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What a recruiting bot does for a hiring team
A recruiting bot handles repeatable work between defining a role and meeting qualified candidates. The useful question is how much of that path it covers. A chat widget might answer an applicant question while leaving sourcing, screening and scheduling to your team. A broader recruitment bot connects those tasks around the same role requirements.
RecruitingBot builds a job post and editable weighted scoring rubric, sources candidates and scores them with evidence per criterion. It sends personalized multi step outreach from your connected Gmail or Outlook mailbox, classifies replies and answers candidate questions within the role facts. A recruiter can take over at any time. Daily sending caps and one click opt out keep outreach bounded.
Interested candidates can move through knockout questions, pre-screening and short auto scored skills tests before interview booking into Google or Microsoft 365 calendars. The ranked shortlist brings scores, evidence and test results together for human approval. Your team decides whom to hire. RecruitingBot makes no automated final hiring decisions.
Three kinds of recruiting bots serve different workflows
Career site and text chatbots focus on conversations with incoming applicants. This category includes Paradox Olivia, now owned by Workday, with quote based pricing. It is a category to evaluate for hourly applicant flows, especially if candidates expect mobile messaging. Check the channels and scheduling scope in the actual proposal.
Sourcing bots concentrate on search and outreach. They can suit recruiters who already have a working screening process. End to end recruiting bots like RecruitingBot extend the workflow through screening, skills tests and booking. The table describes buying models at the category level. Individual products may cover different steps, so request a demonstration using your role.
| Type | What it automates | Best for | Typical pricing model | What you still do by hand |
|---|---|---|---|---|
| Career site and text chatbot | Applicant questions and intake, with scheduling depending on the product | Hourly applicant conversations and text based flows | Quote based | Review applicants, assess skills and make hiring decisions |
| Sourcing bot | Candidate search and outreach, depending on the product | Teams that need help finding and contacting prospects | Per seat or quote based | Screen replies, assess candidates and arrange interviews unless included |
| End to end recruiting bot such as RecruitingBot | Sourcing, outreach, screening, skills tests and interview booking | Salaried hiring with a reviewed rubric | Subscription with usage allowances | Define requirements, review evidence, approve shortlists and make hiring decisions |
How the recruitment bot works on one role
Start with a role your hiring manager can describe clearly. Separate requirements from preferences before adding candidates. Otherwise, even a well organized shortlist can reflect the wrong priorities. Review the rubric with the person who will conduct the interview, then follow the same criteria through each stage.
- Define the role with its title, location, salary range, seniority, must haves, nice to haves and deal breakers. Review the generated job post and edit the weighted scoring rubric before using it.
- Choose candidate inputs from public professional profiles, open web sources, your own talent database or a hosted apply page. CSV import works on every plan. Greenhouse, Lever and Workable import require Growth or Agency.
- Review candidate scores and the evidence behind each criterion. Check whether the weights reflect the actual work before relying on the ranking. A profile claim and a demonstrated skill answer different questions.
- Connect Gmail or Outlook for personalized multi step outreach with daily sending caps and one click opt out. The bot classifies replies and answers within the role facts. Take over whenever a conversation needs your judgment.
- Use knockout and pre-screening questions to clarify requirements, then short auto scored skills tests to assess relevant abilities. Review the results alongside profile evidence rather than treating a test score as a hiring decision.
- Connect a Google or Microsoft 365 calendar for interview scheduling. Review the ranked shortlist with scores, evidence and test results, and have a person approve it. Keep final hiring decisions with your team.
| Must have | 5+ years building backend services in Python | 30% |
| Must have | Designed and ran Postgres schemas in production | 25% |
| Nice to have | Payments or billing domain | 15% |
| Nice to have | Mentored other engineers | 10% |
| Deal breaker | Needs visa sponsorship (role cannot sponsor) | stop |
Recruiting bot pricing for your hiring workload
RecruitingBot plans combine active role capacity, seats and mailboxes with monthly usage allowances. Candidates analyzed, contact reveals, outreach emails and skills tests are monthly limits. Compare those limits with your intended sourcing and follow up workload. A role can involve multiple outreach emails, so email allowance and candidate allowance measure different things.
There are no hiring fees. Choose a plan around active roles, monthly usage and the people who need access. Review RecruitingBot pricing for the full plan comparison before choosing monthly billing or a yearly commitment.
| Plan | Monthly billing | Per month billed yearly | Capacity and monthly usage |
|---|---|---|---|
| Starter | 299 USD | 149 USD | 3 active roles, 1,500 candidates analyzed per month, 300 contact reveals, 600 outreach emails, 50 skills tests, 2 seats, 1 mailbox, CSV import |
| Growth | 599 USD | 299 USD | 8 active roles, 5,000 candidates analyzed per month, 800 contact reveals, 2,000 outreach emails, 200 skills tests, 5 seats, 3 mailboxes, 3 client workspaces, CSV and Greenhouse, Lever and Workable import |
| Agency | 999 USD | 499 USD | 20 active roles, 12,000 candidates analyzed per month, 2,000 contact reveals, 5,000 outreach emails, 600 skills tests, 15 seats, 10 mailboxes, unlimited client workspaces, CSV and Greenhouse, Lever and Workable import, API and SSO |
Where a hiring bot fits and where it does not
RecruitingBot fits salaried knowledge work where a hiring team can define criteria and review evidence. A startup can use it to carry a role through outreach and screening while a founder reviews the shortlist. An agency can evaluate client workspace capacity alongside roles and mailboxes. The deciding factor is whether the workflow matches how you assess candidates.
It is not built for high volume hourly hiring, walk in events or coordinating hundreds of shifts. RecruitingBot does not support SMS, text messaging or WhatsApp chat. If applicants need those channels, put channel support ahead of a broad AI feature list. An AI recruitment chatbot designed around applicant conversations may fit that requirement better.
RecruitingBot is not an ATS. Keep your ATS for the records and processes your team manages there. Supported imports bring candidates into the recruiting workflow, but an import is not a promise of ongoing synchronization. Map the handoff to your existing process before buying hiring bot software.
What to check before buying recruiting chatbot software
Ask vendors to show the same role from intake to shortlist. Include a candidate who misses a requirement and a reply that needs human judgment. Check how the team can intervene and inspect the evidence. New York City Local Law 144 requires a bias audit and candidate notice for automated employment decision tools used for NYC jobs. Include applicable obligations in your evaluation.
- 01 Human approval. Identify who reviews the shortlist and who makes the final hiring decision. Confirm where a recruiter can take over candidate conversations.
- 02 Evidence per score. Inspect the support for each criterion, not just an overall ranking. Review weights against the role requirements and question evidence that does not establish a skill.
- 03 Your own mailbox. Confirm whether outreach uses your connected Gmail or Outlook account and inspect daily sending caps before starting a sequence.
- 04 Opt out and data retention. Check the candidate opt out experience and ask how retention, deletion and suppression work before importing your talent database.
- 05 Calendar booking. Verify Google or Microsoft 365 calendar support against the calendars your interviewers actually use. Walk through the booking process during evaluation.
- 06 Monthly usage limits. Compare analyzed candidates, contact reveals, emails and tests separately. Check role, seat and mailbox capacity as well as subscription price.
- 07 Export. Ask what candidate information, scoring evidence and test results you can export, in which format, and how those records fit your existing hiring process.
Related comparisons for your software shortlist
Use AI recruiting software to compare workflow coverage and AI candidate screening to examine how role criteria become scores. The recruitment automation guide helps identify tasks your team still handles manually. Compare buying criteria in best AI recruiting software, then review the AI recruiting agent workflow for a closer look at coordinated tasks. Bring the same role, rubric and calendar requirements to each evaluation so the comparison reflects your hiring process.
Questions buyers ask
Anything else goes to support@recruitingbot.com or the help panel inside your dashboard.
What is a recruiting bot?
A recruiting bot is software that automates parts of recruiting, such as sourcing, candidate conversations, screening or scheduling. Coverage varies by product. RecruitingBot connects sourcing, email outreach, screening, skills tests and interview booking for salaried roles. It produces a ranked shortlist with evidence that a person approves, with no automated final hiring decisions.
How much does a recruiting bot cost?
RecruitingBot starts at 299 USD monthly or 149 USD per month billed yearly, with no hiring fees. Growth costs 599 USD monthly or 299 USD per month billed yearly. Agency costs 999 USD monthly or 499 USD per month billed yearly. Compare active roles, seats, mailboxes and monthly usage before choosing a plan.
Can a recruitment bot screen candidates?
Yes. RecruitingBot scores candidates against an editable weighted role rubric with evidence per criterion, asks knockout and pre-screening questions, and runs short auto scored skills tests. Review the requirements and scoring weights before screening begins. A person approves the ranked shortlist, and your team remains responsible for final hiring decisions.
Are recruiting chatbots worth it?
Recruiting chatbots can be worth it when their channels and workflow match the tasks consuming your recruiting time. Test one on a real role and inspect the evidence, candidate answers and booking process. RecruitingBot suits salaried hiring through email. It does not provide SMS or WhatsApp chat or support high volume hourly hiring workflows.
Will a hiring bot replace recruiters?
No. A hiring bot can handle repeatable recruiting tasks, but people still define requirements, assess context, review evidence and decide whom to hire. RecruitingBot allows human takeover of candidate conversations at any time and requires a person to approve every shortlist. It does not make automated final hiring decisions.
Is RecruitingBot the same as RecruitBot?
No. RecruitBot is a separate company with its own sourcing database product. RecruitingBot is an unrelated product that covers sourcing, outreach, screening, skills tests and interview booking for salaried roles. Check the product name and website when comparing proposals so that you evaluate the intended workflow, pricing and plan allowances.
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