It drafts the posting and candidate channels to post it on, screens for any requirement unrelated to the job, and sends it up to the person in charge.
Job posts, screening candidates, scheduling interviews, and offers. Velros AI keeps the pipeline moving so good candidates don't go cold.
In a small US company one person usually runs hiring on top of their real job, so applications end up scattered across email, texts, and job boards and the first reply slips by days. Good candidates go elsewhere in the meantime, interview scheduling drifts through back-and-forth messages, and nobody tracks how long to keep applicant records or when to delete them, so candidate data just sits.
We gather the work as it actually arrives, and record what each step is judged against.
Lay out what the role does, the must-have and nice-to-have qualifications, the work arrangement, and a pay range, then put up a draft posting and candidate channels.
Pull applications that came in through boards, email, and texts into one place, sort them by whether required items are missing, and build a summary card per candidate.
Summarize fit against the requirements and the gaps worth checking (employment gaps, relevant experience) as a draft review note.
Take interviewer availability and candidate preferences, propose candidate times, and once confirmed prepare the invite and reminder drafts.
Draft the offer and rejection notices, and build a cleanup list for the records of the people you passed on, per your retention and deletion policy.
We settle the exceptions that actually come up before they do. When a rule doesn't fit, we don't force it through. It goes to a person, with the evidence.
Confirm identity, handle it under your policy and any state privacy right, and log the action. There is no single federal deadline, so follow your own retention policy.
Keep the minimum-requirement and document checks, but produce a faster draft with less depth and spell out what was skipped.
Group the same candidate together, show their prior applications and notes, and confirm with the person handling it which role to review them for.
Anything touching money, contracts, personal data, or the brand is drafted and no further. It sends only after a person approves.
The pay range, work conditions, and company name go public, and a false job ad is unlawful, so a person checks it last.
It opens an employment relationship that is hard to reverse and needs a person's hiring judgment.
Pay is a person's call, and a wrong offer is hard to take back.
The wording and timing bear on your reputation and can draw a reaction, so a person checks it.
Erasing personal data cannot be undone, so a person confirms the retention period and any pending request first.
How you know it worked
Median time to fill a role is about 44 days in the US (SHRM, 2022)
This varies a lot by channel and role, so measure your own baseline.
Average cost per hire is about $4,700 (SHRM, 2022)
An estimate that includes advertising and staff time.
Worth measuring in-house. It is the response speed most directly tied to candidate drop-off.
The US has no single hiring-procedure statute. Your job posting has to be truthful, since the FTC treats deceptive advertising as unlawful. Pre-employment questions may not screen candidates on characteristics protected by the laws the EEOC enforces (Title VII, the ADA, the ADEA, and GINA), such as race, religion, national origin, disability, age, or genetic information, and many states and cities also restrict asking about salary history or criminal records. EEOC recordkeeping rules require you to keep application and hiring records for at least one year, and when you return or delete applicant records beyond that is set by your own policy and state law. Applicant data is personal information, so collect only what the role needs and delete it once your retention period ends.
Once the scattered checks and repeat replies are drafted and sorted, your staff can spend the day on review and exceptions, and you look only at the decisions that matter.
Get an assessmentApplications are scattered across email, text, and hiring platforms, so the first reply slips by days and you lose good candidates in the meantime.
Applications land in one place with a summary, review notes, and interview times ready, and a person decides only on the offer and the terms.
The things people actually check first about Hiring pipeline.
No. It only lays out the evidence against the requirements, and a person decides pass, fail, and compensation.
It is managed against the collection consent and the retention period, and once the hiring purpose is done it is marked for deletion and erased after approval.
Onboarding checklist completion rate
Onboarding and offboarding can be joined up the same way, on the channels you already use, from intake through to the approval queue.
PTO usage rate
PTO and attendance can be joined up the same way, on the channels you already use, from intake through to the approval queue.
Share reviewed before signing
Contract review can be joined up the same way, on the channels you already use, from intake through to the approval queue.
Inquiries, bookings, quotes, order updates. You can compare the work that keeps a person busy, side by side.
