20-30 minutes
for a review-ready sourcing run in the pilot
Recruiting Automation
Prepare active sourcing in 20-30 minutes, with control instead of guesswork.
When sourcing is done well, it takes hours or days: sharpen criteria, review search spaces, read profiles, compare signals, write notes, and prepare outreach. Jungbrunnen HR builds an AI-assisted workflow that consistently reviews thousands of permitted profiles and profile signals and prepares a reasoned shortlist for human review.
2,000-9,000
profiles or profile signals, depending on source and role
1 approval logic
before outreach, export, or next steps happen
The timing and profile range are pilot benchmarks, not a blanket performance promise. Source, role profile, integrations, usage rights, and data quality determine the actual scope. The solution prepares decisions; it does not replace human selection decisions.
Built for teams where sourcing speed directly affects revenue or time-to-hire.
The solution is strongest when roles recur, search logic must be documented, or delivery teams need more quality per hour.
Head of HR
You need faster candidate pipelines for critical roles without having to repair governance later.
Head of Talent Acquisition
You want to hit sourcing targets, apply criteria more consistently, and move your team back into candidate conversations.
Recruiting-as-a-Service CEO
You want to scale delivery capacity without risking quality, traceability, or client trust.
What we automate, and what stays human.
AI handles repetitive structure work: read, compare, explain, prepare. Humans stay responsible for quality, fairness, tone, approval, and decisions.
Role scorecard and search strategy
Profile review against clear must-have and nice-to-have criteria
Shortlist with fit signals, open questions, and risks
Outreach drafts with tone review
Human approval before action
ATS/CRM export-ready structure
Reporting and learning loops
Data minimization and channel review
Workflow
From role intake to export-ready pipeline review, without ad-hoc search or black-box shortlists.
Intake
Role, must-haves, exclusion criteria, talent pool, and success criteria are translated into a reviewable scorecard.
Sourcing run
The workflow compares permitted profiles and profile signals against the criteria and documents the rationale.
Review
Recruiters review shortlist, signals, risks, and tone. No candidate is moved forward without review.
Outreach & export
Approved candidates, notes, and outreach are prepared cleanly for ATS, CRM, or client reporting.
Responsible automation principles
Many solutions emphasize maximum automation. We position the workflow deliberately as accelerated, documented preparation with human control.
- No final automated selection decisions
- Human review checkpoints before outreach and export
- Traceable criteria instead of black-box shortlists
- Candidate transparency where required
- Fairness and bias monitoring
- Data minimization and retention rules
- Review of platform and sourcing-channel risks
Engagement
Pilot
One real role, one bounded data space, clear scorecard, review logic, and evaluation. Pricing by scope.
Engagement
Growth
Several recurring roles, ATS/CRM export, reporting, and enablement for TA or delivery teams.
Engagement
Enterprise
Governance, Legal/DPO/works-council material, role model, and scalable operating logic.
Next step
Want to evaluate sourcing automation as a pilot?
We can walk through the workflow using a realistic role, without collecting sensitive candidate data in the form.