S/Runtime
Talent acquisition workflow
Unify role criteria and permitted candidate context so talent teams can organize review and coordinate interviews while consequential decisions remain behind human approval.
Three visible stages replace a chain of hidden prompts and disconnected system actions.
The recruiting agent reads the job description, hiring-manager notes, structured scorecards, location constraints, compensation range, and must-have skills, then drafts an inspectable search and screening plan before outreach begins.
S/Runtime lets the agent assemble permitted candidate context from the ATS, talent CRM, job boards, developer profiles, referrals, and previous applicants without flattening source ownership or recruiter access rules.
The agent drafts personalized outreach, tracks replies, proposes screen summaries, triggers approved assessments, and finds interview times across calendars. Rejections, offers, compensation changes, and sensitive writebacks stay gated for accountable human review.
Illustrative 30-day planning ranges, updated September 6, 2026. Validate each target against your own baseline.
Compare recruiter hours per active role.
Measure intake approval to reviewed slate.
Track accepted invites per outreach sequence.
Planning targets are illustrative, not guaranteed outcomes or published customer results.
Planning example, not a customer testimonial or endorsement.
A talent team moves from handoffs across five tools to one evidence-backed review flow. Recruiters spend more time with candidates, while every rejection and offer still requires a person.
Permissions, sensitive-data rules, tool scope, and approvals are checked before action.
Architecture session
We will map the context, systems, decisions, controls, actions, and success measures together.