IT Selecty Doubled Vacancy Closures: How an AI Agent Freed Recruiters from Routine

Recruiters at IT Selecty, a company specializing in IT recruitment, previously spent up to a third of their working hours on routine operations: drafting letters, processing responses, and summarizing meetings. After implementing the Humart AI agent, which took over these tasks, the company managed to close over 4,000 vacancies in two years, almost double their previous numbers, and hiring efficiency significantly increased.

In the highly competitive field of IT recruitment, the human factor is a key advantage. But if a recruiter is busy with generic mailings and data consolidation instead of finding and evaluating talent, the company loses speed and quality. These are direct losses that can be eliminated by transferring routine tasks to an AI agent, freeing up specialists' time for their core work.

Recruiter's Pain: Where Time Was Lost

The work of an IT recruiter isn't just about communicating with candidates and clients. It involves a huge amount of operational routine: drafting and sending personalized emails, processing hundreds of incoming applications, initial resume screening based on formal criteria, taking notes during calls and meetings, maintaining databases, and preparing reports. Each of these tasks consumes hours that could be spent on more valuable activities — in-depth candidate evaluation, relationship building, and strategic hiring planning.

In an environment of continuously growing demand for IT specialists and fierce competition for talent, such time loss directly impacted the speed of vacancy closures and, consequently, the company's revenue. Routine tasks led to specialist burnout and a decrease in overall recruitment quality.

From Chatbots to AI Agents: Why Previous Solutions Failed

Previously, IT Selecty, like many other companies, used various automation tools: templated chatbots for initial candidate interaction, and RPA scenarios for data transfer. However, all these solutions were reactive. They performed strictly defined functions according to pre-programmed algorithms and required human intervention for any deviation from the script.

For example, a chatbot could answer a typical question about a vacancy but couldn't independently analyze a resume, compare it with requirements, and suggest relevant candidates to the recruiter. A tool was needed that could not just execute commands, but understand context, plan its own actions, and adapt to changing conditions. This led the company to the idea of implementing an AI agent.

How the Humart AI Agent Was Designed

The Humart AI agent was conceived as an intelligent assistant capable of taking over up to 30% of recruiters' routine tasks. It was required to perform several key functions:

• Automated Application Processing. The agent had to independently analyze incoming resumes, extract key data, compare them with vacancy requirements, and perform initial filtering.
• Personalized Communications. Generating and sending emails to candidates, reminders, requests for missing information, and processing their responses.
• Meeting Summarization and Analysis. Automatic transcription of interview audio recordings, highlighting key points, noting agreements, and analyzing emotional tone.
• Data Collection and Report Preparation. Automatic aggregation of data from various sources to generate reports on the hiring funnel, candidate source effectiveness, and other metrics.

A key design principle was the Human-in-the-Loop interaction model. The agent handled the groundwork and suggested options, but the final decision and strategic steps always remained with the recruiter. This allowed the system to learn from real cases and gradually expand the scope of its responsibilities.

Implementation and Adaptation

The implementation of Humart began with pilot projects focusing on specific, highly routine tasks where the impact was obvious and risks were minimal. Initially, the agent took over the drafting and sending of standard emails and the processing of initial applications. Gradually, as it learned and was refined, more complex tasks were added to its functions: resume analysis, meeting summarization, and drafting reports.

An important stage was training recruiters on how to interact with the new tool. Instead of resisting, specialists quickly appreciated how the agent freed them from "digital routine," allowing them to focus on live communication and in-depth candidate evaluation. This approach ensured rapid adoption of the AI agent by the team.

Implementation Results

The main result was that IT Selecty's recruiters could shift their focus from mechanical work to strategically important tasks: finding unique candidates, conducting negotiations, and developing relationships with clients and applicants. This not only increased the number of closed vacancies but also improved their quality, which is critical in the IT sector.

How to Apply This Case to Your HR Department

IT Selecty's experience shows that AI agents can become a powerful tool for any HR department facing a large volume of routine tasks. Here's how to start:

• Identify the most routine tasks. Analyze what your recruiters spend most of their time on that can be formalized: initial resume screening, drafting standard letters, collecting data for reports.
• Implement gradually. Start with a pilot project to automate one or two of the simplest tasks. This will allow the team to get used to the agent and see its value.
• Maintain Human-in-the-Loop. The AI agent should be an assistant, not a replacement. Leave final decision-making and control to humans, especially in the initial stages.
• Train your team. Prepare employees for working with the new tool, explain its benefits, and show how it will ease their workload.

If this case sounds like what's happening in your company, our manager can help: he'll analyze your business and niche for free and point out where an AI agent would bring a real result in your case. Message the manager