Two hundred applications to sort, ten interviews to summarise, a client waiting for their weekly update… What if AI took care of what keeps you away from your candidates? At Kreante, we design custom AI solutions for recruitment agencies, connected to your ATS and compliant with the European AI regulation. Your consultants save time every week, and spend it on what they do best: finding the right person for every role.
265+ projects delivered in 35 countries · 4.9/5 average rating on Clutch · teams in Paris, Madrid, Miami and Lima
Does this sound like your agency?
Applications piling up in the ATS, sorted in the evening when there is finally a moment
A well-stocked CV database, but rarely searched beyond the last three months
Interview reports written from memory, sometimes two days later
Clients asking how their search is going, and candidates waiting for an answer
Consultants pasting CVs into ChatGPT, without knowing whether it is allowed
A “Shortlist_client_FINAL_v3.docx” file sent back for the fourth time
One week without news, and the client calls another agency… AI helps your consultants keep up the pace on all their searches at once, provided it is used by the rules. Recruitment is indeed one of the most regulated uses of AI in Europe, and that is precisely where we support you.
After the briefing meeting, AI turns your notes into a structured job description and a job ad ready to post. Your consultant reviews, adjusts and approves it with the client.
AI searches your talent pool and past applications using the language of the trade, not just exact keywords. It suggests profiles, and your consultant chooses whom to contact.
With the candidate’s consent, AI transcribes the interview and prepares its summary. Your consultant focuses on the conversation, then reviews and completes it.
The presentation file is prepared in a few minutes, in your agency’s branding, and your consultant adds their perspective.
Flatchr, Recruitee, Cegid or Welcome to the Jungle: your ATS probably already offers a little AI, and there are very good tools for sourcing or pre-screening. If one of them meets your needs, we will be the first to recommend it. But as you know better than we do, an assignment is not just the ATS. It also lives in your emails, your calendar, your interview notes and the files you send to your clients. And it is often in this back-and-forth that your consultants lose the most time.
| Criterion | Your ATS’s AI or a specialist tool | Kreante custom solution |
|---|---|---|
| Ideal for | A specific task, such as sorting or multiposting | Connecting your tools and automating your agency’s own methods |
| Selection criteria | Set by the vendor, sometimes hard to explain | Set with you, documented and explained with every suggestion |
| Compliance | Depends on the vendor’s commitments | Built with you, with traceability and human oversight |
| Ownership | Subscription, often per user | You own the code, with no per-consultant licence |
Rest assured, using AI in recruitment is not prohibited, but it is one of the areas where Europe is most demanding.
Tools that analyse, filter or assess applications are classified as “high-risk”[2], with obligations that will apply from 2 December 2027[3][4]. Some rules already apply today: emotion analysis at work is prohibited, and your candidates must know when they are interacting with an AI. In France, you must also inform candidates of the methods used to assess them, rule out any discriminatory criteria, and never let a machine decide on its own[1].
On top of these rules come far more everyday risks. A consultant builds a small sorting tool in an afternoon, shares it with the whole team, and nobody has checked its criteria. That is why every solution we deliver is reviewed and tested by our senior developers before going live:
A final decision always made by a consultant, free to overrule the AI
Documented selection criteria, and an explanation for every profile suggested
Candidates informed that AI is being used
Regular tests to detect bias
CVs hosted in Europe, kept for a limited period and accessible only to the consultants concerned
A log of the AI’s actions, so you can answer a candidate who asks for an explanation
Time to present a shortlist, time spent per report, candidates left without an answer: we measure your processes before developing anything. You know where AI saves you time, and you have concrete figures to share with your clients.
Your consultants keep working in their usual ATS. Our solution connects to it and works in the background, with no double entry and no new tool to learn.
AI suggests, your consultants decide. Choosing a candidate, the opinion passed on to the client or the reply to a rejected candidate remain a person’s job, and that is what gives your agency its value.
Documented criteria, candidate information, traceable decisions: we build recruitment requirements in from the design stage, rather than adding them afterwards.
Scope and price are set in writing before we start, with no unpleasant surprises along the way. The code is yours, with no per-consultant licence.
Our first projects were built with Bubble, WeWeb or Xano. Today, we develop with Cursor, Codex and Claude Code, and our own AI agents write a large part of the code, under the supervision of our senior developers. The result: a first version delivered in a few weeks.
Free
30 minutes with an expert
Custom quote
Immersion in your agency, then a costed roadmap
Fixed price, custom quote
Scope and budget approved in writing before we start
The AI consulting engagement is described in detail on its own page.
We spend time with your consultants, from the brief to presenting candidates, to understand your method and your priorities.
Time to shortlist, time spent per report, candidates without an answer: we measure your starting point, and identify the most regulated uses.
Together we choose the first use case to develop. Connected to your ATS, it is built by our AI agents, steered and approved by our senior developers.
We test it on a few real assignments, while the consultants involved are trained, then we roll it out to the rest of the agency.
We compare the results with the initial baseline, and decide with you what comes next.
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| Type of tool | Uses | Examples | Watch out for |
|---|---|---|---|
| AI built into the ATS | Sorting and ranking applications, multiposting | Depends on your ATS’s features | Criteria sometimes hard to explain |
| Sourcing tool | Searching for profiles in large databases | hireEZ, SeekOut | Quality and origin of the data |
| Pre-screening assistant | Questions to candidates, scheduling interviews | Specialist chatbots | Must introduce itself as an AI |
| Interview tool | Transcribing and summarising interviews | AI note-taking tools | Candidate consent, no emotion analysis |
| General-purpose AI | Writing a job ad, an outreach message or a summary | ChatGPT, Claude, Mistral, Copilot | Never CVs in the consumer version |
| Custom solution | Connecting your tools and automating your method | An agency like Kreante | Requires scoping and data preparation |
It can save you valuable time on sorting, but the decision must remain yours. In a few minutes, AI ranks applications and suggests a first selection. However, the GDPR strictly regulates decisions made solely by a machine when they have significant effects on a person, and the Court of Justice of the European Union has made clear that a merely formal human sign-off is not enough[1]. In practice, three habits are essential:
Yes, if they are involved in selecting candidates. The European regulation specifically covers placing targeted job ads, analysing and filtering applications, and assessing candidates[2]. A tool that simply helps you write a job ad or format a report does not fall into this category, but it remains subject to the GDPR. The rules apply in three stages[3][4]:
| Date | What applies |
|---|---|
| February 2025 | The ban on certain practices, including emotion analysis in the workplace |
| 2 August 2026 | The obligation to inform people when they are interacting with an AI |
| 2 December 2027 | The obligations for high-risk tools: risk management, documentation, human oversight and candidate information |
Yes. Before any assessment, the French Labour Code requires you to tell candidates which methods you will use to assess them, and the GDPR requires you to explain clearly what you do with their data[1]. If a conversational assistant interacts with them, they must also know they are talking to an AI[2].
In practice, one sentence in the job ad and in the first message is often enough, provided it says precisely what the AI does, for example: “An AI assistant helps us summarise your interviews. The decision is still made by our consultants.”
Bias rarely comes from an intention to discriminate. It stems from the data used to train or tune the AI. The best-known example is Amazon’s: its CV sorting tool, trained on ten years of mostly male hires, penalised applications that mentioned the word “women”. The project was abandoned in 2018.
In an agency, the risk often lies in criteria that seem neutral. A postcode, a career break or a number of years of experience can rule out certain profiles without anyone noticing. Three precautions limit this risk:
Discrimination in hiring is prohibited, even when it is indirect and unintentional. It is the agency that is held responsible, not the tool.
To transcribe and summarise them, yes, with the candidate’s consent. To analyse their emotions, tone or facial expressions, no: emotion recognition in the workplace has been one of the practices prohibited by the European regulation since February 2025[2]. An interview summary must cover what the candidate said, and leave the assessment of their personality and motivation to the consultant.
It all depends on what you entrust to AI. At Kreante, the price is set after a free assessment, on a scope written down in black and white.
A tool that prepares your interview reports or job descriptions remains a simple project. The budget increases if it needs to connect to your ATS, and even more so if the tool is involved in choosing candidates, because the law then requires documented criteria and genuine human oversight.
Development is paid for once, and you own the code. On top of that comes an AI usage cost, depending on your volumes, which we estimate with you before we start.
The best agency is one that understands your business as well as the technology. Before committing, ask it these five questions:
A serious agency should be able to answer you clearly from the first conversation.
The market brings together ATSs that include AI, specialist sourcing or pre-screening tools, and agencies that design custom solutions.
| Provider | Type | Positioning |
|---|---|---|
| Kreante | Custom-build agency | AI solutions designed for each agency, built on the ATS and existing tools, with human oversight and documented criteria. 265+ projects delivered in 35 countries, 4.9/5 on Clutch |
| TalentPicker | Sourcing and pre-screening | Talent pool, AI scoring, outreach and pre-screening for recruitment and temp staffing agencies |
| Flatchr | ATS | Recruitment software with AI features for CV sorting and writing job ads |
| hireEZ | Sourcing | Profile search across large candidate databases |
| SeekOut | Sourcing | Talent search and identification, particularly for hard-to-find profiles |
| Paradox | Conversational assistant | Assistant that talks with candidates and schedules interviews |
This list is not exhaustive.
Written by Jorge del Carpio, CEO and co-founder of Kreante. Since it was founded in 2020, the agency has delivered 265+ projects in 35 countries.
Published Updated
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