Real systems, real volume, real operations. Every case below is running today — not a concept, not a pilot, not a slide.
One carrier, one complete hiring system: careers site, automated ingestion, AI voice, ad creative, and attribution all working as a single machine.
Brady's operation was drowning in the classic trucking problem: applications landing everywhere, phones ringing at all hours, and no clean answer to “what is this hire actually costing us?”
We rebuilt it end to end — a modern careers site, an ingestion engine that pulls every Indeed application and resume into a deduped candidate profile, AI voice agents that answer 24/7, AI-produced ad music and voiceover, and attribution on top so every dollar is accounted for.
An agency running recruiting for a portfolio of carriers needs one system, not ten. We built the shared pipeline that powers their whole book of business.
The engine that powers everything: JSON and resume in, PII stripped, LLM-qualified, deduped, normalized — and formatted for the exact fields your ATS expects.
The analytics layer that tells the truth: channel verdicts, cost per hire, and funnel diagnostics that separate working channels from budget furnaces.
Most recruiting analytics stop at “we got X applications.” Ours goes one layer deeper — into why candidates drop out, which is where the money actually leaks.
High here means the ad is overselling the job. The message and the reality don't match — and we can see it in the data, not just suspect it.
High here means bad targeting. The channel is delivering the wrong audience, and every dollar spent on it is a dollar that can't hire anyone.
High here means low-quality leads or slow follow-up. Either way, it's a process problem — and process problems are the ones we fix.
Every channel gets a verdict — Good, Fair, or Problem — with the reasoning written out in plain language.
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