AI agent · Human Talent

Smart Recruiting

See how recruiting is evolving in organizations with AI agents.

Prebuilt agent Ready to use, we do not start from scratch.
Best practices Built in from day one.
Configured by experts Functional and technology consultants.
Agent platform Workforce AI.
Process experience Processes + technology + enterprise software.
GIITIC software ecosystem The tools the agent needs.

Let's talk about your process See how the process changes

The current challenge

How it is done today, and why it is no longer enough

Hiring takes longer and longer: according to the Global Talent Climate report from The Josh Bersin Company and AMS, the average time to hire reached 44 days in 2023, an all-time high.

Copied profiles
Unclear criteria
Improvised assessments
Slow approvals
Manual posting
Coordination by email

Meet your agent

Smart Recruiting agent

I'm an artificial intelligence agent trained by experts, ready to use and built with best practices. I am here to prepare each opening from the moment you request it: I build the profile and criteria with your role and your experience, create the assessments and the interview guide, post the opening and coordinate schedules, notices and stages of the process. You approve the profile and decide who to hire.

Prebuilt, but adaptable to each organization.

How I work

I detectOpening requestI receive the hiring manager’s request with the role, the department, the date and the reason for the opening.
I understandRole and contextI read the role profile, its competencies and previous hires for that role.
I analyzeProfile and criteriaI propose requirements, competencies and measurable evaluation criteria for the opening.
I decideAssessmentsI create the technical test and the structured interview guide aligned with the criteria.
I executePostingI write the job posting and publish it on your careers portal and the channels you define.
I verifyProcess coordinationI schedule interviews, notify candidates and hiring managers, send reminders and alert you to delays.

Results

Results you can achieve

validity of the structured interview: 0.42
use AI to generate job descriptions: 65%
report less time to fill openings: 69%
of the recruiter’s week freed up: 20%

Reference values based on benchmarks and comparable scenarios. Results depend on the characteristics of each operation and are not guaranteed results.

Greater speed, higher quality, lower costs

Greater speed
Automate tasks and connect your information so your team responds sooner and your processes move forward without waiting.
- Prepares the profile, criteria, assessments and posting in minutes from the request
- Posts the opening on all the defined channels in a single step
- Schedules interviews and sends notices and reminders without email back-and-forth
- Alerts you to overdue stages so the process doesn’t stall
Higher quality
Standardize the work and control every step so your information is reliable and your results are consistent.
- Defines measurable criteria before receiving candidates
- Creates structured interview guides and assessments aligned with the role
- Applies the same process and the same criteria to every opening
- Uses clear, inclusive language in job postings
Lower costs
Reduce rework, errors and manual work so your operation delivers more with the same resources.
- Reduces the recruiter’s hours on repetitive tasks for each opening
- Avoids repeating processes because of poorly defined profiles
- Shortens the time the role stays vacant
- Frees the team to focus on relationships with candidates and hiring managers

Before and now

Artificial intelligence in opening preparation and coordination

Before

9:00 a.m.9:00 a.m. · MilestoneThe hiring manager requests to fill an opening by email
9:00 a.m.9:00 a.m. · Lost timeThe request waits its turn in the recruiter’s queue24 h
9:00 a.m. · day 29:00 a.m. · day 2 · PersonGathers the previous role description and adjusts it30 min
9:30 a.m.9:30 a.m. · Lost timeThe meeting with the hiring manager is pushed to the next day24 h
9:30 a.m. · day 39:30 a.m. · day 3 · PersonDefines the profile and criteria with the hiring manager45 min
10:15 a.m.10:15 a.m. · PersonPrepares the technical test and the interview guide1 h
11:15 a.m.11:15 a.m. · Lost timeWaits for approval from the hiring manager and HR28 h
3:15 p.m. · day 43:15 p.m. · day 4 · PersonWrites the posting and publishes it on the portal and on two job boards45 min
4:00 p.m. · day 44:00 p.m. · day 4 · MilestoneOpening posted

Now

9:00 a.m.9:00 a.m. · MilestoneThe hiring manager requests to fill an opening
9:00 a.m.9:00 a.m. · AgentReads the request and the role profile in the company structure< 1 min
9:01 a.m.9:01 a.m. · AgentProposes the profile, criteria, technical test and interview guide and sends them to the hiring manager5 min
9:06 a.m.9:06 a.m. · Lost timeThe hiring manager finishes their current task1 h
10:06 a.m.10:06 a.m. · PersonAdjusts one criterion and approves the agent’s proposal10 min
10:16 a.m.10:16 a.m. · AgentWrites the posting, publishes it on the defined channels and opens the interview schedule< 1 min
10:17 a.m.10:17 a.m. · MilestoneOpening posted the same morning

Tangible results in your operation

Indicator	Before	Now	Factor
End-to-end cycle time	≈ 79 h	≈ 1.3 h	×62
Human work time	3 h	10 min	×18
Waiting time	76 h	1 h	×76
Human intervention	100%	≈ 50%	÷2
Team capacity	1×	≈ 2×	×2

Illustrative reference scenario. Times depend on each operation and are validated with your data.

How work evolves

Your team moves from operating to deciding

The capacity the agent frees up goes to analysis, decisions, relationships, exceptions, improvement and innovation.

No more low-value manual tasks
- Copying and adjusting previous job descriptions
- Building tests and interview guides from scratch
- Posting the same job ad on every job board
- Coordinating interview schedules by email
- Chasing hiring managers and candidates with reminders
The team adds value to the operation
- Advising hiring managers on the profile and hiring decisions
- Building relationships with candidates and caring for their experience
- Attracting talent for the hardest roles to fill
- Improving criteria and tests with the results of each hire
- Analyzing times and sources to improve the process
Your team's professional growth
- Recruiting advisorSupports the hiring manager with the profile, the interviews and the final decision.
- Agent supervisorReviews profiles, criteria and postings, adjusts rules and governs the agent’s knowledge.
- Talent acquisition specialistBuilds the employer brand and sources candidates for critical roles.

Enterprise knowledge

Agents are only as good as the knowledge and context they handle

It is one of the great challenges of enterprise artificial intelligence (AI): an agent without clear rules, reliable data and business context makes mistakes or stops. That is why knowledge is prepared, governed and improved as part of the project.

Role profiles, competencies and levels in the company
Evaluation criteria and scales by type of role
Bank of technical tests and structured interview guides

The knowledge this agent handles

Recruiting policies, approvals and legal requirements for postings
Posting channels and their performance by type of role
Availability of hiring managers and interviewers

60%

of AI projects without AI-ready data will be abandoned through 2026, according to Gartner. Gartner, “Lack of AI-Ready Data Puts AI Projects at Risk,” February 2025

Workforce AI helps you prepare, govern and improve it

Instructions prebuilt by experts
Process best practices
Tools to create and capture knowledge
Knowledge management
Integration with your current sources
Enrichment of existing knowledge
Ongoing updates
Knowledge governance
Continuous learning and improvement

Integration

We integrate with your environment

We connect the agent with virtually any application, API, service or data source in your company, whether GIITIC or third-party systems.

Integrations this agent requires

Job portals and networksYour careers portal, job boards and professional networks where openings are posted.
Recruiting or HR systemYour applicant tracking system (ATS) or HR system, or GIITIC: openings, roles, candidates and stages.
Calendar and emailSchedules of hiring managers and interviewers, notices and reminders for the process.

Your agent, connected to your operation

Base systems for agents

If you do not have the base system, we provide reduced versions of GIITIC modules with the capabilities the agent needs to work.

Recruiting and onboarding for agentsA reduced version of GIITIC Recruiting, Hiring and Onboarding: openings, posting, stages and scheduling.
Talent and organization for agentsA reduced version of GIITIC Talent Management: roles, profiles and competencies that the agent uses.

Applications and ERP
APIs and web services
Databases and files
MCP (Model Context Protocol), when applicable

An agent needs software tools to query information and carry out actions. Without them, it stays a conversation. That is why we cover both paths: connecting to what you already have or giving you what you are missing.

See GIITIC integrations

95%

of organizations struggle to integrate AI into their existing processes. MuleSoft (Salesforce), Connectivity Benchmark Report 2025, study sponsored with Vanson Bourne and Deloitte Digital

Workforce AI · Central governance platform

Today it is one agent, tomorrow dozens

Every area will add agents working at the same time. Workforce AI is the control center of your digital workforce, not an isolated script.

Explore Workforce AI

Agent creation and management
Security, identities and permissions
Policies and human oversight
Traceability and audit
Observability, quality and results
Models, tokens, usage and costs
Continuous updates to new AI models and features

Map of the Americas with the United States, Mexico, Guatemala, El Salvador, Costa Rica, Panama, Dominican Republic, Colombia, Venezuela, Ecuador, Peru, Bolivia, Chile and Argentina connected from Colombia

Our track record

Global experience at your service

Years of experience: 15+
Companies in Latin America: 850+
Countries: 10+
Integrations: 100+
ERP and ERP+ modules: 40
AI agents: 20+

Learn more about us Why is GIITIC the ideal partner?

Companies that trust GIITIC

Frequently asked questions

Questions about Smart Recruiting

What does the artificial intelligence agent do in a recruiting process?

It prepares the opening —profile, criteria, technical test, interview guide and posting—, publishes it on the defined channels and coordinates schedules, notices and reminders for the process. Interviews and candidate evaluation are handled by your team or by other Workforce AI agents.

Who decides the profile and who gets hired?

You do. The hiring manager and HR approve the profile, the criteria and the posting before it is published, and the hiring decision is always made by a person. The agent proposes and coordinates.

How does it avoid bias in postings and criteria?

It defines measurable criteria related to the role, uses structured interview guides and reviews the language of the posting according to your policies. Your team reviews and approves everything before it is published.

Do I need GIITIC, or can I use my current systems?

You can use your systems. The agent integrates with your applicant tracking or HR system, your careers portal and your calendars through APIs, services, files or MCP where applicable. If you don’t have the base system, we provide agent modules with the capabilities it needs.

What knowledge does it need, and who maintains it?

Your role profiles, competencies, criteria, tests and recruiting policies: this is the context the AI needs. We help you capture it, organize it and keep it up to date with the Workforce AI knowledge tools, with defined owners.

Who controls what the agent does?

Workforce AI centralizes permissions by agent, human approvals, decision traceability, statuses and errors, auditing and usage control. You define what it prepares on its own and what requires approval.

How long does implementation take, and how much does it cost?

It depends on your systems, posting channels, volume of openings and policies. Starting from a prebuilt agent avoids developing from scratch. First we talk and scope the project with you; then we prepare the proposal. We don’t publish prices.

What happens to my recruiting team?

They stop copying profiles, posting job ads and coordinating schedules, and spend their time advising hiring managers, caring for candidates and attracting hard-to-find talent. The agent expands their capacity; it doesn’t leave them without control.

Next step

Ready to see your agent work in your process?

Let's talk about your operation. A consultant will review your process, your systems and your knowledge, and show you how the agent would work with your rules.

Demo of the agent with cases from your process.
Review of your systems and the available knowledge.
Estimate of the scope and the next step.

Let's talk about your process

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I authorize GIITIC S.A.S. to process my personal data to handle my request and for the purposes set out in its personal data processing policy.

Smart Recruiting

How I work

Greater speed, higher quality, lower costs

Greater speed

Higher quality

Lower costs