Example dataResume evidence
Priya Nair
Sales Development Manager
- Strong team coaching evidence
- No evidence of the required enterprise pipeline ownership
The lower score stays visible for recruiter review.
The AI recruiting agent for recruitment agencies
Your agent screens every application, runs structured AI interviews, and hands you the shortlist.
Beatview reads every application against your role criteria, interviews candidates with structured video questions, and hands your recruiters a scored shortlist with the evidence attached. Your team spends its time placing candidates — and still makes every decision.
- Free plan with one active role
- AI video interviews on Pro
- Recruiters keep every decision
Built with three UK recruitment agencies during beta. We’ll name them when they’re live
Permanent recruitmentContract & temp staffingExecutive searchRPO & embedded teamsHigh-volume rolesSpecialist desksMulti-client agencies
The screening problem
Your recruiters are reading applications instead of placing candidates
Application volume per role has risen sharply. Agency delivery teams have not. The screening layer has quietly become the largest unbilled cost in a recruitment business.
The volume
A single advertised role can attract hundreds of applications. Many will not fit the brief, but someone still has to open and assess every one.
The clock
Clients expect a shortlist in days. Time spent reading resumes comes directly out of time for client and candidate relationships.
The cost
Screening is the part of agency delivery that grows with application volume while producing no billable hours.
An AI recruiting agent absorbs that layer — here’s what that means.
Definition
What is an AI recruiting agent?
The short answer
An AI recruiting agent is software that carries out a sequence of recruiting steps on its own — reading applications, scoring resumes against role criteria, inviting candidates to structured interviews and preparing a ranked shortlist — while a human recruiter sets the rules and makes the final hiring decision. Unlike an applicant tracking system, which stores and organises applications, an agent acts on them.
- Does on its own
- Reads, scores, invites, records answers, prepares evidence.
- Never does
- Makes the final hiring decision or contacts your client.
- Why agencies use one
- Recruiters get their time back for candidates and clients.
Applicant tracking system
- Stores applications
- Waits for a recruiter to open each one
- Screening happens outside the system
Organises the work
AI recruiting agent
- Reads and scores every application
- Sends interview invitations by your rules
- Prepares evidence for recruiter review
Does the work — you decide
How the agent works
Watch the agent do five steps a recruiter used to do
From application to review-ready evidence. Select any stage to see what the agent did, what it recorded, and exactly where your recruiter stays in control.
YA
youragency.com/careers
Apply · Senior Account Manager
Full name
Maya Chen
maya.chen@example.com
Resume
maya-chen-resume.pdf
Consent to recorded interview and data use
Application received
Step 01 · Application
Candidates apply on your branded career page or from any job board
- What the agent did
- Beatview received the application and the candidate’s consent record.
- What it recorded
- Application details and the submission time.
- What the recruiter sees
- The candidate profile and uploaded resume.
- What the recruiter can override
- The recruiter chooses whether the application continues.
Step 01: Application — Candidates apply on your branded career page or from any job board
- What the agent did
- Beatview received the application and the candidate’s consent record.
- What it recorded
- Application details and the submission time.
- What the recruiter sees
- The candidate profile and uploaded resume.
- What the recruiter can override
- The recruiter chooses whether the application continues.
Step 02: Screening — Every resume is scored against the criteria you configured
- What the agent did
- Beatview checked the resume against the configured role criteria.
- What it recorded
- An 89% resume match and the evidence lines behind it.
- What the recruiter sees
- The score, reasoning, strengths, gaps and source details.
- What the recruiter can override
- The recruiter can disagree and move the candidate manually.
Step 03: Invite — Your stage rules send the interview invitation automatically
- What the agent did
- A configured stage rule sent the timed interview invitation.
- What it recorded
- The invitation and delivery time in the event history.
- What the recruiter sees
- Whether the invitation was sent and whether the interview is complete.
- What the recruiter can override
- The recruiter can resend the invitation or follow up directly.
Step 04: Interview — Candidates answer structured video questions on their own time
- What the agent did
- Beatview recorded five structured answers and prepared answer-level scores.
- What it recorded
- The video, transcript excerpt, and clarity, relevance and depth scores.
- What the recruiter sees
- Each answer beside its score and the supporting evidence.
- What the recruiter can override
- The recruiter reviews the answer and decides what the score means.
Step 05: Review — Your recruiter gets one review-ready record — and makes the call
- What the agent did
- Beatview assembled the completed evidence for recruiter review.
- What it recorded
- Resume evidence, interview results and the full event history.
- What the recruiter sees
- A candidate record ready for comparison and client preparation.
- What the recruiter can override
- Only the recruiter decides whether to shortlist or share.
One agent, end to end
Everything between “application received” and “shortlist sent”
Beatview replaces the stack of spreadsheets, calendar invites and unread CVs with one agent that does the repeatable work and keeps the evidence.
Screens every application
Each resume is scored against the criteria your consultant configures, so strong matches surface first and nobody in the pile goes unread.
Resume screeningStructured AI video interviews
Candidates answer timed questions on their own schedule. No recruiter needed on the call.
AI interviewsEvidence behind every score
See which resume line or answer supports — or weakens — each criterion.
Candidate evidenceYour agency’s career page
Branded job pages on every plan. Share job links on LinkedIn, Indeed and any job board. Custom domain and email on Pro.
BrandingClient-safe sharing
Password-protected candidate links. Clients never see your workspace.
Client sharingA full event history
Every automated step and every recruiter decision is recorded on the candidate record.
All featuresWorks with most ATS platforms
No migration project. Connect your ATS through Zapier or ask us to enable a native integration. Job board links are supported.
See integrationsExplainable scoring
See why candidates receive different scores
These examples show both outcomes: Priya Nair scored 68% because the resume did not evidence required enterprise pipeline ownership, while Aisha Rahman’s structured interview scored 91%.
- Every score links to the resume line, interview answer or criterion that produced it
- Lower scores stay visible — nothing is silently filtered out
- Recruiters can open the reasoning, disagree and decide what happens next
Example dataInterview · Q3 of 5
Aisha Rahman
Handling account risk
Clarity94%
Relevance91%
Depth of knowledge88%
“I first separate delivery risk from communication risk, then agree the next decision with the client.”
Theagentscreens.Yourrecruitersdecide.
Agent preparesEvidence attachedHuman decidesClient sees only what you share
Screening cost calculator
How much recruiter time does first-pass screening cost your desk?
Move the sliders to match a typical month. The estimate updates as you go, and nothing you enter is stored.
Across every consultant on the desk
Average inbound applications for one role
Open, read, decide, update the record
Salary, commission, benefits and overhead
Every month your desk reads
1,500 applications by hand
That is
75hours
of recruiter time spent on first-pass screening
10.0
working days (7.5h)
$2,625
in loaded staff cost
Hours = roles × applications × minutes ÷ 60. This is an estimate from your inputs, not a savings guarantee — recruiters still review the agent’s work.
Put the agent on those applicationsHuman in the loop
Your agency keeps control of every decision
The agent prepares the work. Your recruiters own candidate judgement, agency presentation, data handling and every client recommendation.
Recruiters decide
Beatview prepares and scores. Your recruiter decides who moves forward and what is shared with a client.
Your agency brand
Every plan includes a branded career page. Pro adds custom domain and custom email options.
Consent and data
Capture consent at application and review Beatview’s published privacy and retention information.
Read the policyClient-safe sharing
Send a password-protected candidate link and collect external notes without opening your workspace.
Solutions
Built for the way agency desks actually work
Whether you fill one executive role a quarter or fifty contract roles a week, the agent runs the same structured first review.
Comparison
Beatview compared with manual screening and a standard ATS
| Capability | Manual screening | Standard ATS | Beatview |
|---|---|---|---|
| Reads every application | A recruiter reads each one | Stores applications | Yes |
| Scores against role criteria | Manual review | Varies by ATS | Yes, against configured criteria |
| Runs structured interviews | Recruiter-led | Usually separate | Yes, timed video questions |
| Shows evidence for each score | Reviewer notes | Varies by ATS | Yes |
| Recruiter keeps final decision | Yes | Yes | Yes |
| Client-safe sharing | Manual documents | Varies by ATS | Password-protected link |
| Role setup | Manual process | Configuration required | Configure criteria and stages |
| Commercial model | Staff time | Vendor dependent | Free, Pro, or Enterprise |
Beatview runs alongside your ATS rather than replacing it — most ATS platforms are supported through Zapier, and native integrations are enabled on request. See integrations
Pricing
Start with one role. Add more when it pays for itself.
Start free, add AI interviews with Pro, or discuss unlimited active roles and integrations.
Free (Starter)
Start with one active job and the core application workflow.
$0/ month
- Active jobs: 1 active job
- Candidates: Unlimited candidates per job
- Branded career page: Included
Pro
RecommendedAdd automated AI interviews, collaboration, and agency branding.
$179/ month
Billed annually at $2,148
- Active jobs: Up to 3 active jobs
- Candidates: Unlimited candidates per job
- AI video interviews: Included
- Work Style assessment: Included
- Team collaboration: Included
- Branded career page: Included
- Custom domain and email: Included
Enterprise
For agencies that need unlimited active jobs and programmable integrations.
Let’s talk
- Active jobs: Unlimited active jobs
- Candidates: Unlimited candidates per job
- AI video interviews: Included
- Work Style assessment: Included
- Team collaboration: Included
- Branded career page: Included
- Custom domain and email: Included
- Zapier: Included
- API and webhooks: Included
Pricing anchor: Pro costs $179 a month billed annually — roughly six hours of screening time at a $30 fully loaded hourly cost. A cost comparison, not a savings guarantee. Compare every plan
FAQ
Questions agencies ask before they commit
Still deciding?
Bring a live vacancy and we’ll walk through where automation ends and recruiter review begins.
An AI recruiting agent carries out configured recruiting steps, while an ATS primarily stores and organises applications. Beatview can screen applications, send configured interview invitations, and prepare evidence for recruiter review alongside an ATS.
No. Beatview prepares screening and interview evidence for review. Your recruiter and client remain responsible for deciding who moves forward.
No. The candidate completes the timed video questions independently. Once the interview is complete, your recruiter can review the answers, score breakdown, and candidate event log.
Use consistent role criteria, structured questions, and human review. AI output should be treated as decision support, not a fairness guarantee or a replacement for your legal obligations.
Candidate information and interview recordings are handled according to Beatview’s Privacy Policy. Video interview recordings are retained for up to one year after the interview unless a longer period is required or permitted by law.
Your agency controls the client conversation. Candidates should receive appropriate notice and consent information before recorded interviews, and shared candidate views give clients the relevant result without access to your workspace.
No. Beatview works alongside your ATS and does not replace your system of record. Most ATS platforms are supported through Zapier, and Beatview can enable a native integration on request.
Most ATS platforms are supported. You can connect Beatview to your ATS through Zapier, or contact Beatview to enable a native integration for your agency. Job board links for LinkedIn, Indeed and others are supported, and Zapier, API access and webhooks are available on Enterprise.
Yes. Every Beatview job has an application link on your branded career page. Post that link on LinkedIn, Indeed or any other job board, and applications flow into Beatview, where the agent screens them and continues the workflow.
Your recruiter remains in control. Review the attached resume or interview evidence, record your judgement, and decide whether the candidate moves forward.
Plan and cancellation terms are set out in the Terms of Service. Contact Beatview before purchasing if your agency needs a specific contractual commitment.
Bring a live vacancy
See the agent run one of your real roles
Bring a live vacancy. We’ll show you where automation ends and recruiter review begins.
- Free plan with one active role
- Runs alongside your ATS
- Recruiters keep every decision