Industries

Software for recruitment agencies, built by people who run one.

Augustova builds custom software and AI automation for UK recruitment agencies and high volume hiring operations, covering candidate screening, automated communication, interview scheduling and reporting. We run our own recruitment platform in production, so the work is done by people who operate one daily.

We runA live recruitment platform
Typical buildTwo to four weeks
Where it paysSpeed to first contact

01

The problem, stated plainly

High volume recruitment loses most of its applicants in the first day. Someone applies at eleven at night, gets a call two afternoons later, and has already accepted something else. Every hour of delay is advertising spend that produced nothing.

Hiring more recruiters does not fix it, because the constraint is not effort, it is the hours in a day. Applications arrive in the evening and at the weekend. People do not.

02

What we build for recruitment operations

01Applications captured automatically from job boards and inbound email, parsed into structured records without rekeying
02AI screening that reads every CV against the role, scores it and explains the score in writing
03Automated SMS and email sequences that reach an applicant within minutes at any hour
04AI chat and voice screening so candidates can be assessed outside office hours
05Interview scheduling wired into Google and Outlook calendars, with reminders and no show handling
06Onboarding, document signing, right to work checks and new starter tracking
07Reporting that is a query rather than an afternoon of spreadsheet work

03

Why the operator perspective matters here

We built and run a recruitment platform used daily across a national field sales network. That means we have already met the problems that only appear at volume: duplicate candidates arriving through three channels, screening that has to explain itself to a hiring manager, and reporting that has to reconcile across offices.

It also means we know which parts are not worth automating. Not every conversation should be a bot, and a supplier who tells you otherwise has not run the operation.

Common questions

Do you replace our existing recruitment system?

Usually not. Most agencies already have a system that holds the records adequately and fails at speed and communication. Building around it is faster, cheaper and less disruptive than replacing it, and we will say so if replacement genuinely is the answer.

Can candidates really be screened outside office hours?

Yes, by chat and by voice, and it is where most of the gain is. The applicant who applies at eleven at night can be assessed and booked before anyone opens the office, which is the difference between converting them and losing them.

How quickly can something be live?

Two to four weeks for a focused build. Speed to first contact is normally the first thing we address, because it is the change that moves the numbers before anything else does.

What about candidate data and GDPR?

A written data processing agreement is signed before any personal data moves, and we are registered with the Information Commissioner under reference ZC152144. Systems sit on your own provider accounts wherever possible so ownership is unambiguous.

Talk about your hiring pipeline

Tell us how many applications you take a month and what happens to them in the first twenty four hours. That conversation usually finds the number worth attacking.

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