AI Implementation

The AI-orchestrated talent acquisition stack. We rebuilt Sonitec’s own recruitment operation so roughly 70–80% of it runs automated, orchestrated by AI — and now we implement the same stack for in-house talent teams: startups, scale-ups, and tech companies across Australia and APAC. In your tenancy, so you own it.

We built it on ourselves first

MIT research (2025) found roughly 95% of enterprise GenAI pilots never deliver measurable P&L impact. The graveyard is pilots. This isn’t one: it’s the production system Sonitec runs its own desk on, every day.

A candidate can take a structured 20-minute voice interview with our AI interviewer at any hour, from any timezone. The moment it ends — within seconds, with no human touch — the full transcript lands in a system of record with an audit trail, the interview is scored against the role’s rubric, the pipeline record updates, the interview file joins a searchable interview memory, our team is notified, and the candidate receives an acknowledgement. On top sits an AI command centre: bots that triage interviews, track the outreach pipeline, draft communications, and deliver a morning digest — with every external send gated behind human approval. Even this website is operated by an AI agent.

You don’t have to take our word for any of this. Take the voice interview — it isn’t a demo environment, it’s the live pipeline. What we sell is the implementation experience of building it.

AI voice screening

Structured screening interviews run 24/7 by a voice agent, scored against your role rubric — so every candidate gets a consistent, auditable first interview and your team starts from a scored shortlist, not a CV pile.

System of record & audit trail

Every interview, score, and automated action lands in a database you own — full transcripts, timestamps, and an append-only audit trail. Compliance-grade memory instead of inbox archaeology.

AI command centre

Bots inside your workspace triage interviews, track the pipeline, draft outreach and summaries, and deliver morning digests — reading the records the pipeline writes, so nothing depends on someone remembering to update a spreadsheet.

Automated candidate comms

Acknowledgements and internal notifications send themselves, from your domain, following your conventions. Every candidate hears back — the thing busy hiring teams drop first — without anyone lifting a finger.

Intake & sourcing agents

An intake agent captures the role brief on the kickoff call — transcript, structured requirements, live talent-pool sizing — and hands it straight to sourcing agents that map the market, learn from your feedback, and shortlist or run approval-gated outreach.

Governance by design

Human approval on all external contact. Confidentiality rules the bots can’t break. Audit trails on every automated action, and key management done properly — designed around the obligations Australian recruiters actually carry.

The Agent Pipeline

From intake call to hire — how the agents fit together

Each tool is strong alone. Integrated, they become one pipeline where the output of every stage is the input of the next — and a human approves everything that leaves the building.

1

Intake agent — the brief captures itself

The intake agent sits on the hiring-manager kickoff call: it records and transcribes, captures structured requirements — role, skills, location, experience — and shows live talent-pool sizing and sample profiles during the call, so assumptions get validated in the meeting instead of two weeks into the search. Transcript and notes become a reusable role brief that launches sourcing with nothing re-keyed.

2

Sourcing agents — the market maps itself

Sourcing agents calibrate on the brief, the job description, and ATS context, then map the market and source continuously, learning from your team’s feedback. Candidates are shortlisted, queued for review, or enrolled in outreach sequences your recruiters wrote — under automatic or manual approval modes your team controls.

3

ATS backbone — nothing falls between systems

The ATS hosts the job board and owns the application pipeline — and it talks to sourcing both ways: jobs and existing candidates flow in for agent calibration and rediscovery, and shortlisted or interested candidates auto-export back into the ATS pipeline. One pipeline, not a spreadsheet reconciliation.

4

Voice screening — every candidate interviewed

Candidates get a deep link to a structured 20-minute voice interview they can take at any hour. The agent interviews consistently, the transcript is captured verbatim, and the interview is scored against the role’s rubric the moment it ends — so your team reviews scored interviews, not voicemail tag.

5

Orchestration — the desk runs itself

Command-centre bots read what every stage writes: they triage scored interviews, keep pipeline records current, draft outreach and summaries, and deliver the morning digest that tells your team exactly what needs a human today. Every external send waits for human approval — the bots prepare, people decide.

6

Audit trail — everything provable

Every interview, score, and automated action lands in an append-only system of record with Australian-region hosting — verbatim transcripts, timestamps, and outcomes. When a hiring manager — or an auditor — asks how the shortlist was built, you show them, step by step.

How It Works

From your current hiring operation to an AI-orchestrated one

1

Blueprint

We map your current recruitment operation — every touch from sourcing to placement — and design the target stack on the tools you already run. You get the automation map: what the 70–80% is for your operation, what deliberately stays human, and what it takes to build.

2

Build — in your tenancy

We stand the stack up in your own accounts: voice screening agent and rubrics, system of record and audit trail, command centre bots, comms, and integrations. Your keys, your data, your region. Nothing routes through Sonitec.

3

Operate & tune together

We run it with your team on live roles — tuning rubrics, routines, and approval gates against real candidates and real hiring managers, and training your people to operate the command centre. The habits transfer, not just the software.

4

Handover — you own it

Documentation, runbooks, and rotation procedures your team can actually run. Extend into new workflows when you’re ready — and if your leaner operation still needs specialist humans, hiring them is literally our core business.

Who It’s For

Built for teams that hire for themselves

In-house TA teams drowning in screening. Volume roles where structured AI screening, scoring, and automatic records turn a two-week phone-screen backlog into a scored shortlist by morning.

Scale-ups hiring fast without a TA function. The stack gives a lean team enterprise-shaped hiring operations from day one — screening, records, comms, and pipeline visibility — before the first TA hire.

Founders still running hiring themselves. When the CEO or CTO is the recruitment function, the stack does the screening, records, and candidate comms — so the founders only spend time on scored, interested candidates.

People & Talent leaders modernising the function. Tech companies with an established TA team that wants leverage: every candidate answered, every interview structured, scored, and auditable — and recruiters spending their time on offers and relationships, not phone screens.

FAQ

AI implementation, answered

What does “70–80% automated” actually mean?

On our own desk: structured voice screening interviews run 24/7 without a human on the call; scoring, triage, records, audit trails, pipeline tracking, candidate acknowledgements, and daily digests all run automatically. The remaining 20–30% is deliberately human — stakeholder and candidate relationships, judgment calls on people, offers and negotiation, and approval of anything that goes out externally. Your split will differ; mapping it precisely for your operation is what the Blueprint stage is for.

Is this your software? Do we licence something from Sonitec?

No licence, no seats, no lock-in. We implement the stack inside your own tenancy — your accounts, your API keys, your data, your region. What we sell is the implementation experience: the architecture, the build, the rubrics and routines, the governance patterns, and the operating knowledge from running it on a live recruitment desk. When we hand over, you own everything.

What tools does the stack use?

We build on the same stack we run ourselves: an intake and sourcing agent platform, an ATS-hosted job board, realtime voice agents with LLM transcript scoring, a Postgres system of record with a full audit trail, workspace databases as the command centre, and transactional email — adapted to the ATS, CRM, and sourcing tools you already run. We share the full vendor list and reference architecture at the Blueprint stage; the architecture is deliberately swappable where you have vendor standards, because the orchestration patterns matter more than any single vendor.

How does the intake agent work on an intake call?

It joins the kickoff call with the hiring manager and does the intake work while you run the conversation: recording and transcribing, capturing structured requirements — role, skills, location, experience — and showing live talent-pool sizing and sample profiles during the call, so you validate the brief against the real market in the meeting. Afterwards the transcript and notes become a reusable role brief that launches a sourcing agent with the full context already loaded — nothing re-keyed, nothing lost between the call and the search.

How do you handle candidate privacy and data?

The stack is built in your tenancy with Australian-region hosting where available, full transcripts and audit trails for every automated action, and human approval gates on all external contact. Auto-generated copy follows strict conventions — and the design reflects the obligations Australian recruiters carry under the Australian Privacy Principles. Nothing routes through Sonitec’s systems after handover.

Can we see it working before we commit?

Yes — today, without a meeting. Take the 20-minute voice interview at sonitec.com.au/interview. That is not a demo environment: it is our production pipeline, and everything that happens after you hang up — the transcript, the scoring, the records, the acknowledgement email — is the automation we implement.

Do you implement this for recruitment agencies?

No. The agency application of this stack is how Sonitec competes, and we keep it to ourselves. We implement exclusively for in-house talent teams — startups, scale-ups, and tech companies building their own hiring capability — where we’re making you faster at hiring for yourself, not equipping a competitor.

What does an engagement cost?

Scoped at the Blueprint stage — the size of your operation, the tools already in place, and how much of the stack you want drive it. Priced in AUD with the full engagement shape agreed up front, before you commit to a build.

See your hiring operation with 70–80% of the work automated

Start by experiencing the live pipeline yourself — then book a scoping conversation and we’ll map what the stack looks like on your operation.

Book a Scoping Conversation →Take the live voice interview →