Everything paulalfred.ai does.
AI recruiting workflows first, because that is where the hours are. Then the automation work either side of it, and the recruiting itself, which is the reason any of the rest of it is built the way it is.
Applicant screening AI · Recruiting workflow automation · AI automation beyond recruiting · Talent acquisition
Applicant screening AI
The three services with their own pages. Every one of them puts the hiring manager intake back in front of the resume.
Application Triage (AQSSF)
The Applicant Quick Search & Score Function reads every applicant on a requisition inside your ATS, scores each one 1 to 10 against the intake and the job description with the evidence attached, and returns a ranked shortlist with dispositions written back.
Candidate Scoring
Scores the applicants on a single requisition against what the hiring manager actually asked for in intake. Every score carries the line of evidence that produced it, which is what makes a shortlist defensible.
AI Prescreen Guide Generator
Turns the intake, the job description and one resume into a prescreen guide written for that candidate: the questions that decide the call, the qualifying criteria and the company story.
Resume and intake parsing
Turns unstructured resumes, intake notes and job descriptions into structured, comparable fields your ATS can actually filter on.
Interview scorecard generation
Competency scorecards and structured interview loops generated from the intake, so every interviewer is scoring the same thing.
Recruiting workflow automation
The busywork around the ATS. Ten or more hours per recruiter per week sit here, and none of it is the part of the job anyone was hired to do.
Recruiting Automation Audit
The usual front door. A fixed-fee diagnostic that maps your funnel end to end and hands back a ranked list of what to automate, the hours each one returns, and a 30/60/90 roadmap.
Past-candidate reactivation engine
Most placements are already in your CRM. This re-scores the silver medallists and the dormant pipeline against live requisitions and puts the right people back in front of a recruiter.
Sourcing and outreach agent
Builds the search, enriches the list, drafts sequenced outreach in your voice and hands replies to a human. Nothing sends without a person seeing it.
ATS and CRM data hygiene
Deduplication, enrichment, normalised titles and skills, and a standing job that keeps the database clean, rather than a one-off cleanup that decays from the day it finishes.
Interview scheduling and coordination
Availability, panels, rescheduling, reminders and candidate communication handled without a coordinator living inside a calendar.
Job description and intake automation
Structured intake capture that survives into the job posting, the scorecard and the screen, instead of dying in somebody's notebook.
Recruiting analytics and reporting
Time-to-fill, submission ratios, source effectiveness and pass-through rates assembled automatically, with a written read on what the funnel is saying.
Recruiting-in-a-box for SMBs
For teams without a recruiting function: one connected workflow from intake to offer, with the AI doing the volume and a person doing the judgement.
AI automation beyond recruiting
The same discipline applied outside the funnel. Narrow, measurable, human-in-the-loop, wired to the systems you already run.
AI voice agents
Live voice agents built on LiveKit that answer, qualify, book and hand off. One is running a commercial operation unattended today.
Customer service AI automation
Tier-one deflection, ticket triage and routing, drafted replies and escalation rules, wired to the helpdesk your team already uses.
Website AI assistants
The assistant in the corner of this site, built against your own knowledge base, answering in your voice and capturing the lead while it does.
Business workflow automation
n8n, Make and Zapier orchestration across the systems that do not talk to each other. APIs, webhooks, scheduled jobs and human approval steps.
Agentic AI builds
Multi-step agents that plan, call tools and check their own work. Delivered with David Alfred, DevOps and Agentic Software Engineering Architect, when the build is enterprise grade.
On-call automation retainer
A monthly slot that keeps what was built calibrated as the business changes, plus a standing place in the build queue.
Talent acquisition
The other half of the practice, and the reason the automation half works. Paul still runs the desk.
Fractional and contract recruiting
Full-cycle recruiting delivered directly. 18+ years across the United States and Canada, from FAANG-scale technology through to manufacturing, healthcare and banking.
High-volume and technical hiring
Requisitions that take hundreds or thousands of applicants, run with the triage engine behind them rather than a recruiter reading one at a time.
Executive search
CFO, COO and technology leadership searches, run the same way, with the intake treated as the specification it actually is.
Talent acquisition advisory
Funnel design, intake discipline, interview structure, scorecards, and the recruiting KPIs that tell you whether any of it worked.
AI hiring compliance review
Adverse impact thinking, audit trails, model documentation and a clear human-decision boundary. Built with EEOC and OFCCP, NYC Local Law 144, the Colorado AI Act and the EU AI Act in mind.
Tell me what the funnel looks like.
Not ready for a call is fine. Send the shape of it and you will get a real reply, not a sequence.
Not sure which one you need?
That is what the audit is for. Two weeks, fixed fee, and you leave with a ranked list of what to automate whether or not you build it here.
Book 15 minutes →Or call Wendy on 1 833 442 7540, or email info@paulalfred.ai