an ai agent for recruiting admin, with people deciding

a recruiting bot is useful for preparing research from profiles you attached, checking interview availability and drafting candidate updates from confirmed notes. give it the role criteria and a narrow set of records to work with. ask for evidence and unanswered questions, not a hire or reject verdict. a person makes hiring decisions, checks the facts and decides what each candidate should hear.

by the dusk bot team · checked 12 november 2026 · how we made this

pixel art: a purple pixel bot and a pink pixel bot beside a magnifying glass and an alarm clock and a calendar, on a lemon field in front of white cliffs with a waterfall, one saying "evidence, then questions"

support around the candidate conversation

when	what a bot does
before sourcing	turn the role criteria you gave it into research questions, separating required skills from preferences
after gathering profiles	organise the experience evidence you gave it and list what a recruiter still needs to confirm
before scheduling	compare interviewer free slots with availability the candidate actually gave
after an interview	draft a candidate update from the decision and next step a person recorded
end of week	review conversations waiting for a promised update, without letting the bot invent a hiring outcome

the routines

the sourcing research notebook

every monday at 10, review the role brief and candidate profiles i attached for this search. organise evidence against the stated job requirements, with a reference to the material i attached for each point. distinguish an absent detail from a missing skill. suggest questions a recruiter could ask. don't rank people, infer protected traits or make hiring recommendations.

this begins with material you provide; lead research covers the related task of assembling background evidence

the interview slot proposal

each weekday at 11, review interview scheduling threads in my recruiting gmail. for candidates who gave us availability, compare it with free slots in the interviewer google calendars i named. propose options here with the time zone written beside each. flag any inaccessible calendar. don't create invitations, move meetings or contact candidates.

needs calendar free-slot reads and email reads, not booking writes

the candidate update draft

every thursday at 4, find candidate threads where we promised an update this week. compare them with the hiring notes i attached. draft a short update here only from confirmed next steps. if no decision is recorded, ask me what to say. don't invent feedback, imply an offer or send a message.

use gmail thread reads; a human supplies the decision before wording is drafted

research should expose gaps

a profile that does not mention a tool is not evidence that the person cannot use it. ask the bot to distinguish stated experience, uncertain interpretation and a question for the conversation. give it the same role criteria across the records you ask it to review.

the bot only has the material you supply and the connected records you allow. don't claim it searched a network or an applicant system that you have not connected.

a person makes the hiring decision

use ai resume screening here as a request to organise evidence, not an automatic rejection step. a person reviews the original material and decides who advances. avoid asking for guesses about age, health, family, nationality or other personal traits unrelated to the job.

keep candidate updates tied to an actual decision. if a hiring manager has not given you feedback, the bot should say that the information is missing. polished wording must not turn silence into a rejection or a promise.

for availability, the bot needs the chosen calendars and scheduling thread, not every interview assessment. Connected apps lets you choose the apps each bot may use and keep them read-only. the calendar integration includes finding free slots.

check time zones and availability again before you send an invitation yourself. if you later give the bot calendar writes, say "ask me before you change anything" in its instructions. recruiting is work use and needs a work license. dusk cloud pro includes one for one person. review account and billing before using it for a team.³

questions

can an ai agent screen resumes for me?

it can help organise the evidence you attached against your role criteria. these routines don't score, reject or pick anyone. a recruiter checks the source material and makes the decision.

can it schedule interviews without emailing candidates?

it can propose times in its own chat after reading connected calendar availability and candidate emails. keep both apps read-only and create the invitation yourself once the time is confirmed.

does it need access to our applicant tracking system?

you don't need one. attach the role brief and the records you are allowed to share. the routines use those files plus supported email and calendar reads.

sources

dusk bot docs: files and apps
dusk bot docs: routines
dusk bot docs: account and billing
composio: gmail actions, checked 12 november 2026
composio: google calendar actions, checked 12 november 2026

drafted with ai help from the dusk bot docs and the sources listed on this page, then checked against them. if something here is wrong or out of date, write to [email protected].