The AI copilot for recruiters

Automated sourcing, screening, outreach. Classic ATS interface always available.

The limits of traditional tools

Classic tools for recruiting assistance are full of forms, screens and configurations. Consultants lose hours on admin instead of working with clients.

Dozens of screens and tabs to learn
Initial setup that takes weeks
No AI that understands consulting context
Data scattered across many tools
Reports always days behind

One AI, one conversation

hice.ai handles recruiting assistance like a chat: type what you want, AI acts on your real data. For those who prefer the classic approach, the traditional manual interface is always available.

«Show me the status of all open projects»
«Update X with what I'm telling you»
«Generate the monthly client report»
«Alert me if anything goes over budget»

Try it in chat

Examples you can ask:

Static demo of hice's AI chat.

What you get

AI chat in plain English

Talk naturally, AI understands jargon, abbreviations and context.

Real actions on data

AI doesn't just answer: it updates, creates, modifies, always with audit trail.

Total memory

AI remembers every conversation, decision and historical data point.

Native integrations

Calendar, mail, billing, databases: all connected.

Configurable automations

Triggers on events, conditions, deadlines: AI acts or alerts.

Conversational dashboards

Ask any chart in chat: no more complex report builders.

Multi-tenant

Per-client data isolation, granular permissions.

Full audit trail

Every AI action is tracked, reversible, exportable.

Smart notifications

Only notifications that matter, grouped by AI.

EU data & GDPR

EU hosting, encryption at-rest and in-transit, daily backups.

Fast onboarding

No weeks of training: a chat is a chat.

Traditional interface

For those who prefer forms, tables and classic dashboards: always available alongside AI.

The recruiter tasks worth automating first

A recruiter's week fragments into work that requires judgement and work that only requires time. Reading a hundred CVs to discard eighty is time. Deciding which of the remaining twenty to call is judgement. Automating the first without touching the second is where the hours come back.

In practice the highest-yield candidates for automation are the ones that repeat identically: extracting structured data from CVs in different formats, first-pass screening against explicit criteria, scheduling with several calendars, and writing the interview summary from notes. None of those decide anything; all of them consume afternoons.

Structured extraction from CVs in any format
First-pass screening against explicit written criteria
Scheduling across the panel's calendars
Interview summary drafted from the recruiter's notes

What must stay in human hands

The temptation once screening works is to extend automation into the decision, and that is where recruiting processes lose their credibility. The reject is the highest-stakes output of the process for the person receiving it, and it should never be produced by a system without a person behind it.

There is a second reason beyond fairness. A recruiter who reads the borderline cases learns what the hiring manager actually wants, which is rarely what the job description says. Removing that reading loop makes the process faster and the requirements permanently wrong.

Advance and reject decisions taken by a person
Borderline cases routed to review, never auto-rejected
Personalised messages to candidates who reached interview
Feedback from the hiring manager recorded on the role

Measuring whether the assistant is helping

The tempting metric is time saved, and it is the least useful, because it measures the tool rather than the outcome. A screening that is twice as fast and produces worse shortlists is a loss dressed up as a gain.

The pair worth watching is shortlist precision and time to first qualified interview. Precision is the share of presented candidates the hiring manager accepts as interview-worthy; if that rises while the calendar time falls, the assistant is working. If precision falls, the criteria need rewriting before anything else is tuned.

Share of presented candidates accepted for interview
Days from role opening to first qualified interview
Screening decisions overturned on human review
Roles closed without reopening within three months

Consulting firm, 80 consultants

An 80-consultant firm managed recruiting assistance with legacy tools: hours lost on admin every week. With hice.ai AI absorbs most repetitive work. Result: -50% admin time, +30% delivery capacity, managers more client-focused.

hice.ai vs traditional recruiting assistance tools

Feature	hice.ai	Traditional tools
Interface	AI chat + classic	Only forms and menus
Native AI	Yes, acting agent	No / add-on
Languages	Multi (IT/EN/FR/ES)	Often EN only
Setup	Days	Weeks / months
Real-time data	Yes	Delayed reports
Real-time KPIs	Yes: utilization, margin, bench	Delayed reports
Learning curve	One chat	Long training