Practical automation for small service teams
Recruitment workflow automation for the work around hiring
CVs arrive through email, forms and referrals, while recruiters spend time moving the same information between systems. Flowlino helps small recruitment teams organise intake and handover so the next action is easier to find.
Discuss this workflow by email →Begin with CV intake and a clear owner
An initial workflow can capture a CV from an agreed source, record where it came from, link it to a candidate record and notify the recruiter responsible for the vacancy. Required fields and vacancy identifiers are defined with your team. The objective is a traceable intake process, with a person responsible for reviewing each candidate.
A practical candidate handover example
A candidate sends an updated CV for a specific role. A proposed workflow checks the contact identifier, flags a possible existing record, links the new file and prepares a review task for the recruiter. If two records might refer to the same person, the workflow asks for review instead of merging them blindly. This is an example of a possible process, not a client case study.
Keep candidate decisions with recruiters
Parsing a CV and recording its fields are different from deciding whether someone should be hired. Missing details, unusual CV layouts and uncertain matches need review. Any proposed role suggestions should be presented as information for the recruiter to check. The workflow described here does not automatically reject candidates or make final hiring decisions.
Fit the process to your ATS and data rules
We check the available integration, required permissions, candidate fields and document storage before agreeing the scope. Your team defines candidate consent, retention and access requirements. A useful pilot includes updated CVs, repeated applications, missing contact details and a failed system connection. These cases reveal where notifications and manual recovery are needed.
What you receive and how to assess it
The build should have an agreed intake path, documented matching rules, an exception queue and a handover guide. Compare the time recruiters spend preparing records, the number of duplicates needing correction and the completeness of handovers. A process that saves copying but creates more review work needs adjustment before it is expanded.
Estimate the manual work involved
The starting numbers are an example. Replace them with your own measurements. This estimates capacity value, not guaranteed cash savings; setup costs are excluded.
Time = tasks × (minutes today − minutes after) ÷ 60. Value = time × hourly value − recurring costs. Negative results mean the proposed workflow adds work or costs more than this estimate values the released time.
Questions before you start
Can we keep our current ATS?
We first check its integration options and your account permissions. The proposed scope depends on what is actually available.
Does this automatically rank or reject applicants?
No. This service page focuses on intake, record preparation and recruiter handover. Hiring decisions remain with your team.
What should we share to get started?
Describe the sources of CVs, the destination system and the manual handover steps. An anonymised example is enough for the first discussion.
Start with one repeated task
Write to Oleg Gendelman with the tools you use and the step you want to simplify. An anonymised description is enough to begin.
Email oleg@flowlino.com →