What we automate · Recruitment
J Labs designs and builds the automation layer on top of the ATS and the tools your hiring team already runs. Candidates are sourced and enriched from the channels you already pay for, interviews are scheduled without a recruiter juggling calendars, every applicant hears back, and each candidate reaches the recruiter as a structured summary against the role. The recruiter and the hiring manager make every decision; the system does the administration around it.
Summary
J Labs automates recruitment for operating companies with an existing applicant tracking system. The work sits on top of the systems already in place (Greenhouse, Lever, Workable, LinkedIn Recruiter, the calendars and the ATS someone built in-house) and closes the gaps between them: candidates are sourced and enriched from the channels the team already pays for and written into the ATS, interviews are scheduled across panels and time zones without a recruiter juggling calendars, every applicant receives an acknowledgement, an update and an outcome, and each candidate reaches the recruiter as a structured summary of their application against the stated requirements of the role. Every engagement starts with a 20 or 45-minute discovery call and, where it makes sense, a four-day Spec from €5,000 that produces the written brief and acceptance criteria before any build is priced. Builds are fixed scope, fixed timeline and fixed price, run on weekly 30-minute check-ins with the talent team in the room, and ship in an average of eight weeks. The line J Labs does not cross is the decision: automated screening and decisioning on candidates is the high-exposure band under the EU AI Act and under national and state employment law, so the system prepares the information and a recruiter or hiring manager makes every call to advance, reject or offer.
What we automate
Candidate profiles pulled from the channels you already pay for, matched against the stated requirements of the role, de-duplicated against the ATS and written into it with the context a recruiter needs. Sourcing is the safe, high-uplift band of recruitment automation, and it is where most of the recruiter hours go.
Panels, time zones, rooms and reschedules handled from the calendars the team already uses, with confirmations and reminders sent in your voice. The other large sink of recruiter time, and the least controversial to automate.
Acknowledgements, status updates, interview preparation and outcomes sent at each stage, so nobody applies into silence. Written in your tone, reviewed by a human where the message carries weight: an offer, a rejection after a final round.
Each application summarised against the stated requirements of the role (what is evidenced, what is missing, what to ask) and presented to the recruiter alongside the original. The recruiter decides who advances. The system never scores, ranks or rejects a person on its own.
Role briefs and job descriptions drafted from the intake notes of the hiring manager and your own past postings, checked against the language your legal team has already approved. The hiring manager edits a draft instead of starting from a template.
Time-to-hire, stage conversion and source performance read from one clean ATS, plus the weekly review with hiring managers that keeps requisitions moving. On some engagements we run that cadence with the team as a partner.
Fit
This is for you if
You run an ATS and the recruiters still spend the week on admin. The pipeline is in the system. What surrounds it (the scheduling emails, the sourcing spreadsheets, the chasing of hiring managers) is manual, and it is where the recruiter hours actually go.
Headcount is growing faster than the talent team can. A small in-house team across hundreds or thousands of employees, hiring continuously, and being asked to do it without another recruiter. Rules-based, repetitive, and the reason candidates hear nothing for weeks.
You can describe the hiring process in a paragraph. A defined trigger (a requisition opened, an application received, an interview requested), a known owner, stages that mean something, and a budget holder who can say yes. That is the shape we can scope in four days and build in weeks.
This is not for you if
You want AI to screen out candidates for you. Automated screening and decisioning on candidates is the high-exposure band under the EU AI Act and a growing list of national and state laws, and we do not build it. We prepare structured summaries; a person makes every decision to advance, reject or offer. If the brief is "reduce the pile automatically", we will say so on the call.
You are an agency or an RPO looking for volume tooling. Mass outreach sequencing, scraped candidate databases and send-rate optimisation are a different product from a different kind of vendor. We automate the hiring operation of a company that employs people; we do not run recruitment campaigns.
There is no hiring process yet. Automation multiplies whatever it sits on. If stages, interview formats and who decides are still being argued about, the honest first step is a 20 or 45-minute call and a one-page summary, not a build.
Systems
The ones you already run. We don't insist on rip-and-replace: the automation layer goes on top of the systems in place, and if a system is genuinely past saving we say so on the discovery call and show our working.
Engagement options
| Engagement | Price | Timeline | What you get |
|---|---|---|---|
| The Spec | From €5,000 | Four days | A written brief you own outright: problem definition, acceptance criteria, architecture sketch and cost estimate. Vendor-neutral: take it to us or to anyone. |
| Recruitment workflow build | Fixed price, quoted after discovery | Typically four to eight weeks | Sourcing, scheduling, candidate communication or structured summaries in production on your ATS, with weekly check-ins, open staging, documentation written as we go and a post-launch support window. |
| Talent operating system | Multi-phase, to €200,000+ | Multi-month, phased | The hiring operation automated end to end from requisition to onboarding hand-off, with reporting on top, the compliance boundaries documented and a review cadence run with your talent lead. |
None of these is an off-the-shelf product. There is no J Labs software to install: every system is specified in the brief, built for your stack, and owned by you. Every engagement is fixed scope, fixed timeline and fixed price, with acceptance criteria agreed before work starts. See how we work and the Spec.
Frequently asked
Or start with our brief templateWe reply within one business day.