Create a new vacancy
The recruiter enters the role, requirements, and hiring context. The agent creates the vacancy object and prepares the setup.
Start with one concrete workflow instead of vague “AI recruiting” promises: launch a new vacancy, route LinkedIn applicants into screening, and keep recruiter operations inside one workspace.
The strongest version of this landing is honest about scope: do one recruiter workflow well before promising full recruiting automation.
The recruiter enters the role, requirements, and hiring context. The agent creates the vacancy object and prepares the setup.
The recruiter either connects the LinkedIn route directly or follows a guided posting playbook step by step.
Instead of hopping between admin tools, the recruiter stays in chat and asks for actions, updates, and next steps.
These are the concrete starter cases the page should anchor on. They map to the real product and are easy to understand in one screen.
The recruiter should not attach to an old posting by accident. The product needs to push them toward creating a clean new vacancy and configuring it properly.
Once the vacancy exists, the next action is not “do everything.” It is to connect one route and make sure applicants land in the screening flow correctly.
The page should read less like generic AI automation and more like an operational workflow: vacancy setup, applicant routing, screening, shortlist.
This is the flow the product and the landing should align on before adding more advanced cases.
Use work email, open the agent, and land directly in a recruiter-facing workspace.
Tell the agent which LinkedIn role you want to launch. It prepares the job object and next actions.
Finish LinkedIn setup, then send applicants into the screening flow and review results from chat.
Keep using concrete role examples. They reduce skepticism much faster than abstract feature copy.
Candidate answers stay concrete: architecture choices, scale, ownership, metrics. This is what makes the shortlist defensible.
Read conversationGood examples show nuance: accessibility, design systems, implementation depth, and how the recruiter probes further.
Read conversationSenior hiring flows need proof of judgment: reporting standards, ERP migrations, post-acquisition work, and practical travel constraints.
Read conversationOperational roles show whether the screening stays grounded in throughput, staffing, incident response, and implementation detail.
Read conversation“If a trial recruiter creates a vacancy draft, it must stay isolated. If the copy says screening is human-quality, the examples must prove it immediately.”
The point of this page is simple: recruiter enters with work email, lands in the real agent, creates a LinkedIn vacancy, then configures routing and screening. Trial auth can evolve, but the operational flow should already feel real.
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