# Recruiting with One · One by Lughlabs > Read applications against your must-haves, inspect résumé evidence, test a disclosed AI phone screen and draft candidate updates. You make every hiring decision. URL: https://onedev.jobrella.ai/use-cases/recruiting/ One for Recruiting ## A shortlist with reasons. Hiring decisions, yours. Hiring on top of your day job? One gives you a small crew of AI bots to read applications against your must-haves, prepare a consistent first phone screen that identifies itself as AI, and draft candidate and hiring-manager updates. [Talk about your hiring workflow](https://onedev.jobrella.ai/talk?plan=business) [See pricing](https://onedev.jobrella.ai/pricing) **Alex** Applications & follow-up Hearthway · Fictional workspace ### Six applications. Every one gets a reason. Reading the must-haves… [**Ellis Rowan** Recommended for review Coached support teammates “Coached four support teammates through weekly case reviews.” Résumé · page 1 ↗](https://onedev.jobrella.ai/use-cases/recruiting/#recruiting-demo) **Decisions: yours** [Change the must-haves →](https://onedev.jobrella.ai/use-cases/recruiting/#recruiting-demo) One open role. Four more jobs for you. - The unread application pile **298–348** inbound applications per hire across startup-size groups.[Ashby · 2026 report ↗](https://www.ashbyhq.com/talent-trends-report/reports/startup-hiring) - Phone screens that won’t fit the calendar The same first questions, between meetings you already have. - Candidates left waiting No next step. No update. Another applicant drifts away. - The hiring manager asking for updates Who’s ready? Who’s stuck? Whose scorecard is still missing? ### Spend Monday reviewing people, not catching up on the pile. Give the crew the same job-related criteria you would use. Keep the decisions in your hands. **Today Read the pile between meetings.:** With One Review recommendations with résumé quotes and written gaps. **Today Repeat the same first-screen questions.:** With One Test one disclosed AI screen; inspect its answers and evidence. **Today Remember who still needs an answer.:** With One Review a candidate-message draft and the list waiting for your decision. **Today Rebuild the pipeline story every Monday.:** With One Read a scheduled update with stages, blockers and next actions. Your crew ### The reading, the screens, and someone to set it up. Example roles. The Architect proposes a crew around your work; you review the setup. #### Alex Applications & follow-up Reads each résumé against your scorecard. Writes the reasons, the gaps and the next update. #### Otto Calls & conversations Builds and tests the first phone screen, with an AI disclosure and quoted answers. #### Architect Your workspace partner Proposes your crew, Candidates table and handoffs for you to confirm. Try the hiring week ### The applications came in. What happens by Monday? Choose a role. Change a must-have. Follow the evidence all the way to your decision. Hearthway · Fictional company · Six sample applications per role Scripted preview · Nothing collected or sent Open role **Hearthway** Chat · Analysis · Records Your scorecard #### What does this job need? Change the criteria used to read this batch. Job-related must-haves Handled customer escalations Coached support teammates Owned a support knowledge base **Alex** I’ll quote the evidence for each must-have and flag what needs a person to check. **Library · 2 sources** Job description: use the role’s listed responsibilities. Interview guide: ask the same core questions; a person makes each hiring decision. Proposed change · Candidates **Name · Résumé · Recommendation · Reasons · Stage** Confirm the table in One before importing your ATS CSV. With these must-haves: 2 recommended · 1 to check · 3 with evidence missing. Alex’s work product · shortlist.md #### Open any recommendation. Read why. Missing evidence is a question to check, not a rejection. These are review notes, not hiring decisions. No candidate has been rejected. Otto · Voice · Test Agent #### Same questions. Answers you can check. Candidate Fictional Test Chat · Simulated · English · No audio or real call **Phone agent** Hi, I’m an AI assistant helping Hearthway with this role. You can ask for a person at any point. Shall we begin? Analysis · Records · Candidates Test Waiting for the test answers Candidate asks for a person Live calls are not enabled on the hosted service. Test Agent requires a deployment with the calling engine. Page illustration · Your decision in your ATS #### Ready for your Monday review. No decision made. Review the résumé and screen first. This click illustrates your choice. In your workflow, you make the change in your ATS yourself. 01 · shortlist.md ##### Every application, with reasons 02 · Candidates record ##### Screen answers, with quotes 03 · Monday update · Draft ##### Here’s where this role stands **Candidate follow-up · Draft for your review** Thank you for taking the time to apply to Hearthway. We’re reviewing applications against the role’s requirements. We’ll write again once the hiring manager has decided on next steps. **You send from your ATS.** Review the recipient list and use its bulk-send action. If a bot sends through Gmail or Outlook with **Ask before sending external email** on, each email needs a separate approval card. Beyond the shortlist ### Keep the rest of the hiring week moving. Scorecard.md #### Draft the scorecard Turn the job description into must-haves and screen questions. Ask the bot to question criteria unrelated to the job. Résumé.pdf #### Read the actual documents Open text-based PDF résumés on the bot’s computer or attach them in chat. Scanned PDFs need a readable version; there is no OCR. Library · 2 sources #### Keep the role brief close Put the job description and interview guide in the Library. Open the source passages behind a reply. Candidates · Records #### Bring the candidate list Confirm a Candidates table, then import an ATS CSV export. Imports deduplicate on email or phone. Stage → Handoff #### Hand off the next draft A stage change can wake another bot with the record to draft an invitation. Contact fields arrive masked; the address must come from you or an accessible ATS or email thread. Interview brief.md #### Prepare the interview loop Draft a panel brief and follow-up questions from the screen record. Arrange times through a connected calendar in chat. Feedback reminder · Draft #### Nudge for interview feedback Ask for a reminder draft that names the missing scorecard and the candidate waiting on it. Every Monday at 8:00 AM #### Write the Monday update Schedule the pipeline summary in the bot’s chat. Allow it to post through connected Slack if that is where your hiring manager reads it. Reference notes.md #### Organise reference notes Summarise the notes you provide against the role’s criteria, with open questions for a person to check. The tools you already use ### Bring your ATS. Keep your hiring decisions there. Connections give the crew tools, not a new hiring system. Connected apps are shared by your bots in the Space. #### ATS · one-click connect Read the applications you permit. Keep hiring decisions with a person in the ATS. - Greenhouse One-click connect Reads candidates and interview stages #### ATS & screening · with your key - Ashby Connect with your key Reads applications and interview schedules - Breezy HR Connect with your key Works with hiring and people records - Hireflix Connect with your key Works with hiring and people records #### Email & calendar · one-click connect - Gmail One-click connect Finds messages and drafts replies - One-click connect Reads mail and drafts replies - Google Calendar One-click connect Reads availability and creates events - Calendly One-click connect Reads bookings and availability - Cal.com One-click connect Reads schedules and meeting details #### Video & chat · one-click connect - Zoom One-click connect Works with meetings and recordings - Google Meet One-click connect Reads schedules and meeting details - One-click connect Reads schedules and meeting details - Slack One-click connect Finds messages and posts updates Also: Built into One. Per-bot chat; ships with the next release. The separate per-bot chat connection ships with the next release. #### Forms, sheets & role documents · one-click connect - Typeform One-click connect Works with forms and signed documents - Google Sheets One-click connect Reads and updates spreadsheet rows - Airtable One-click connect Finds and works with workspace records - Notion One-click connect Finds pages and updates databases - Google Drive One-click connect Finds and reads shared files #### Forms · with your key - Jotform Connect with your key Works with forms and signed documents #### ATS, HR & offers · setup required These need a one-time configuration that the hosted service lacks today. - Lever Needs a one-time setup Works with hiring and people records - Workable Needs a one-time setup Works with hiring and people records - Recruitee Needs a one-time setup Works with hiring and people records - BambooHR Needs a one-time setup Works with hiring and people records - Gusto Needs a one-time setup Works with hiring and people records - Personio Needs a one-time setup Works with hiring and people records - Workday Needs a one-time setup Works with hiring and people records - Docusign Needs a one-time setup Works with envelopes and signatures [And more About 1,500 apps in the catalogue; some need a one-time setup.](https://onedev.jobrella.ai/docs/connectors) App connections run through your workspace’s integration catalogue (Composio on the hosted service). Self-hosted availability may follow Pipedream instead. LinkedIn is not automated in this recruiting workflow. No sourcing, browsing or messaging on LinkedIn. Product names and logos are trademarks of their respective owners. Their use does not imply endorsement. People decide. The work stays explainable. ### A reason to review. A person to decide. Set the workflow: the crew writes recommendations in One. You make every hiring decision in your ATS. There is no ATS-specific approval setting that enforces this boundary. The decision #### People choose who moves forward. Check the résumé, the screen and any gaps. One’s Terms require human review for employment decisions. [Read the Terms →](https://onedev.jobrella.ai/terms) Conversation setup #### “I’m an AI assistant.” Turn on **Start with a disclosure**. If a candidate asks for a person, record a callback request and have a person follow up. No live transfer. Your scorecard #### Use criteria tied to the job. Review the must-haves yourself. This workflow uses application evidence and answers, with no emotion, face or voice-trait analysis. A bot’s suggestion to rethink a criterion is not a bias audit. Where this came from #### Keep the words behind the result. > “Coached four support teammates through weekly case reviews.” Ask for résumé quotes in the written recommendations. Screen records keep per-field quotes, confidence and a History. Call management #### Set the limits before calling. Calling hours Daily caps Do not call Calls a bot places ask for approval by default. Calling handoffs are rules you confirm once; their calls then run within the limits. Fictional Gmail approval card #### Review before sending email To: candidate’s existing email thread Subject: Your application update Turn on **Ask before sending external email**. One email, one card. Illustration only. Nothing is sent. Employers remain responsible for the legal duties that apply where they hire, including notices, assessments, discrimination law, records, and consent for automated calls or recordings. One provides disclosure settings, criteria you set and records with reasons; keep decisions with people. These controls are not a claim of legal compliance or a bias audit. Not legal advice. **Employer guidance** [EEOC · employment practices](https://www.eeoc.gov/prohibited-employment-policiespractices) [NYC · automated hiring tools](https://home4.nyc.gov/site/dca/about/automated-employment-decision-tools.page) [FCC · artificial voices](https://docs.fcc.gov/public/attachments/FCC-24-17A1.pdf) Start here ### One role. One batch. Your review. 1. 01 Start with one open role Share a readable job description, the interview guide and your job-related must-haves. 2. 02 Review a small batch Confirm the Candidates table. Enable the tools needed to read files, then check the first recommendations against the original résumés. 3. 03 Test before candidates hear it Try the screen in Test Agent where the calling engine is available. Turn on Ask before sending external email and keep ATS decisions with a person. Before you start ### What stays with you. **Does One decide who gets hired or rejected?** In this workflow, bots write recommendations and reasons in One’s Candidates records. You decide and make the change in your ATS. This is a workflow you set, not a technical lock: a bot connected to your ATS could change a candidate’s status if instructed. One’s Terms require the human review, notices and assessments the law requires. **What does it look at, and can candidates find out why?** Give the bot the readable applications, your job description and a job-related scorecard. Ask it to quote the résumé behind each recommendation and explain missing evidence. Voice-agent Outputs keep per-field quotes, confidence and Pass/Fail criteria from the screen. A person can review those reasons and explain them to a candidate; there is no candidate explanation portal. Missing evidence is a question to check, not proof that someone lacks a skill. **Does the phone screen say it is an AI?** Turn on Start with a disclosure and write the greeting before testing. Our example starts by saying it is an AI assistant. Calls run in English only. One does not analyse emotion, faces or voice traits in this workflow. **Can candidates ask for a person?** Yes. Build the screen to record a callback request and end when someone wants a person. A person follows up. The voice agent cannot transfer the call to a human. **Does it work with Greenhouse, Ashby or Lever?** Greenhouse is a one-click catalogue connection; Ashby connects with your key. Lever, Workable, Recruitee, BambooHR, Gusto, Personio, Workday and DocuSign need a one-time setup that the hosted service lacks today. These are connected-app tools, not native ATS integrations. Availability depends on the integration catalogue and the account’s permissions. An ATS CSV export is another way to bring in records. **Can it schedule interviews?** A bot can work with connected Google Calendar, Calendly or Cal.com in its text conversation. A phone agent cannot book a calendar slot during a call; it can record a callback request for follow-up. **Can it source on LinkedIn?** No. This recruiting workflow does not source on LinkedIn or automate LinkedIn browsing, messages or any other LinkedIn activity. Start with applications you already have. **Can we try the screen before any candidate hears it?** Yes, where the calling engine is available. Test Agent supports browser audio, manual chat and a simulated caller. Tests do not dial a carrier, and test records never trigger a real call. This page is a scripted, fictional preview; it uses no microphone and collects no candidate data. **Can One place live phone screens today?** Live phone calls are not enabled on the hosted service. Calling requires a deployment with the calling add-on, a carrier account and your numbers. Calls a bot places ask for approval by default. A calling handoff is a rule you confirm once; subsequent calls use its daily cap, cooldown, calling hours and Do not call list, without a per-call card. **How do candidate messages get sent?** Bots normally act without asking. Turn on Ask before sending external email for Gmail or Outlook: each email needs its own approval card. Always allow this tool removes that gate for the tool. For a large batch, review the message and recipient list and use your ATS’s own bulk-send action yourself. **Where does candidate data go?** It depends on your deployment, model provider and the connected tools you use. Contact email and phone fields in Records are masked in what models read; that does not redact the résumé files you supply. Share only appropriate candidate information and review the data paths, retention and provider details on our Trust page. [Read about data and trust →](https://onedev.jobrella.ai/trust) Keep looking [Daily Operations Your Monday numbers, recurring checks, and decisions in one place.](https://onedev.jobrella.ai/use-cases/operations) [Sales & Marketing Campaigns Turn enquiries into next steps. Keep campaigns on brief.](https://onedev.jobrella.ai/use-cases/sales-and-marketing) ### Start with the role you need to fill. Bring your job description. Talk through the reading, the screen and the decisions you keep. [Talk about your hiring workflow](https://onedev.jobrella.ai/talk?plan=business)