AI for recruiters
Summarize the applicant pile against the must-haves you set, write the job post with the pay range in it, build the interview kit and price the offer, from the resumes, survey extracts and ATS exports already in your folder.
Req-217-audit-mgr-screening.xlsxExampleReq 217, Internal Audit Manager
- A-04125 of 5Audit senior managerStrong
Verify by phone that the candidate led the SOX 404 scoping at a $900M filer, as the resume says.
- A-02635 of 5Big Four audit managerFlagged
The stated salary of $168,000 is above the $150,000 top of the posted range, so confirm flexibility first.
- A-00874 of 5Senior internal auditorVerify
The resume lists no direct reports, so ask whether the role included supervising staff auditors.
- A-01954 of 5IT audit leadVerify
The CIA is listed as in progress, so confirm which parts are passed before the phone screen.
How it works
- 1
Set up the folder
Drop in the intake notes from the hiring manager, their rough posting draft, the resumes or the ATS export, survey extracts, last quarter’s funnel report and the kit from the last hire that went well. It reads the files where they sit.
- 2
Ask for the deliverable
Ask for a screening grid, an interview kit, a talent map, market pricing, the weekly report or the headcount plan. Each file comes back in your house style and cites the resume or survey line behind every number.
- 3
Review, then decide
Check each summary against the resume it cites and spot-check the rejects. You decide who advances, you write or edit every message, and nothing goes back into the ATS unless you put it there.
Inside the Recruiting mode
Hiring and selection
Lawful hiring in order: must-haves before any resume is read, lawful interview questions, no screening on salary history, then fair-chance and FCRA steps.
Compensation benchmarking
Match survey jobs on what the role does rather than its title, age the data to one date, and hand back a range with the compa-ratio for each incumbent.
People metrics and analytics
Time to fill runs from approval to acceptance, turnover uses average headcount, small cells get suppressed, and no protected trait becomes a predictor.
Headcount and workforce plan
Every position names its team and start date and costs out fully loaded: employer taxes under the wage-base caps, benefits load, proration and backfills.
- Office skills
- Excel, Word, PowerPoint, PDF
- Tools
- Read, edit and write files, Search files, Run code, Search and read the web, View images
- Connectors
- SharePoint, Google Drive, Gmail, and additional custom connectors
- House style
- Your fonts, layouts and rules, on every file
Ask it for
“Rewrite this draft of the Customer Success Manager posting. Cut the rockstar wording, keep the day-to-day requirements, and add the $85,000 to $105,000 range.”
Customer-success-manager-posting.docx“314 applications came in for the Internal Audit Manager req. Screen them against the five intake must-haves, with evidence, gaps and what to verify by phone.”
Req-217-audit-mgr-screening.xlsx“Build the Staff Data Engineer interview kit: four 45-minute rounds, one competency each, behavioral questions with 1-to-5 anchors and evidence fields.”
Staff-data-engineer-interview-kit.docx“Price the Finance Systems Manager role for the offer. Match survey jobs on content, age every extract to January 1, and give compa-ratios for both incumbents.”
Finance-systems-mgr-pricing.xlsx“Run the Q3 funnel report from the ATS export: stage counts, yield ratios, time to fill per req from approval to acceptance, and flag any req stuck for 14 days.”
Q3-funnel-report.xlsx“Map the market for the VP Operations search: 20 to 30 target companies in three tiers, why each, and a first-touch note under 90 words for a Head of Operations.”
VP-ops-talent-map.xlsx
Who it’s for
Corporate and agency recruiters, sourcers, recruiting coordinators, executive search consultants and talent acquisition leaders.
Questions
Can it screen out candidates or decide who advances?
No, it never rejects anyone and it never decides who advances. The grid summarizes each application against the must-haves you wrote, with the evidence quoted and the gaps named. Every advance, decline and offer stays with you, and when a file is missing something, it says so instead of guessing.
Does using AI in screening raise discrimination risk?
It can, which is why every decision stays with a person. The hiring skill covers job-related criteria, lawful interview questions and adverse impact basics, and each statement carries its source file. Selection-rate tracking, bias audits and candidate notices are the employer’s duties under Local Law 144 and EEOC guidance, so your legal and compliance teams own them.
Which hiring laws does the mode take into account?
The mode includes guidance on salary history bans, the pay range and benefits wording that states require in postings, lawful interview questions, fair-chance timing and the FCRA steps from disclosure to final notice. None of it is legal advice. Have counsel or your HR compliance team confirm what your state and city actually require before a posting or offer goes out.
Where does candidate data go?
Ultramarine Work changes files only in the project’s folder. When a request needs it, it can read files elsewhere on your computer, never passwords, keys or app data, and you can turn that off in settings. The model runs on Paper Instruments’ servers, so the content it works on is sent there to be processed. Paper Instruments is SOC 2 Type II, and our security and compliance details are on our compliance page.