Linkt deploys AI across sourcing, screening, scheduling, and candidate communication, so recruiters spend their time with people, not pipelines.
Automated hiring that holds up to scrutiny.
AI in hiring is now regulated in the places you recruit, and the difference between useful and dangerous is documentation, human decisions, and explainability. We build all three in from the first screen.
Compliance
Built for the rules on automated employment decisions: a person makes every hiring call, the reasoning behind every shortlist is recorded, and the logs support bias-audit obligations like NYC Local Law 144.
Legal
Candidate data is scoped to the roles it serves, retained under your policy, and never trains an outside model. GDPR and CCPA requests get a clean answer because the data path is short.
Security
Least-privilege access to your ATS with an immutable log of every read and write. Candidate PII stays inside your boundary, visible only to the people running the search.
- EEOC guidance
- NYC Local Law 144
- Illinois AIVIA
- GDPR
- CCPA
- SOC 2
The repetitive, high-volume work behind every placement, handled continuously, with a recruiter on every decision that matters.
Sourcing & matching
Surface qualified candidates across your ATS and the open web, ranked against the real role.
Resume screening
Parse and evaluate resumes against requirements, with the reasoning shown for every shortlist.
Interview scheduling
Coordinate availability and book interviews across candidates and panels automatically.
Candidate communication
Draft and send personalized outreach, updates, and follow-ups, no candidate left waiting.
Intake & job descriptions
Turn a hiring manager conversation into a calibrated req and a sharp job description.
Pipeline & reporting
Track funnel health, time-to-fill, and source quality, and flag where deals stall.
Fast, fair, and recruiter-controlled.
Recruiter in control
Every shortlist and message is reviewable, people make the call.
Compliant & auditable
Decisions are logged and explainable, with candidate data scoped and protected.
Live in weeks
Forward-deployed into your ATS and stack, not a year-long rollout.
Straight answers for your reviewers.
- Is it legal to use AI in hiring decisions?
- Yes, within rules that are tightening: New York City requires bias audits for automated employment decision tools, Illinois regulates AI on video interviews, and EEOC guidance applies existing discrimination law to AI-assisted decisions. Linkt deployments are built for that reality: people make the decisions, the system records its reasoning, and the logs give your counsel what an audit asks for.
- Does the AI decide who gets hired?
- No. It sources, ranks, and drafts, and it shows the reasoning behind every shortlist, but a recruiter makes every call that affects a candidate. That is both the compliant design and the one that produces better placements: judgment stays with the people who have it.
- What about bias in AI screening?
- Screening runs against calibrated, job-related criteria taken from the intake, applies them identically to every candidate, and records its reasoning so decisions can be audited rather than guessed at. That supports your bias-audit obligations and gives recruiters something a resume pile never did: a consistent, inspectable first pass.
- Does candidate data train your models?
- No. Resumes, interview notes, and candidate communications never train Linkt's models or anyone else's. Candidate data stays inside your boundary, scoped to your searches, retained under your policy.
- Will this work with our ATS?
- Yes. Forward-deployed engineers integrate with your ATS and sourcing stack and ship in weeks. This is the same motion behind Duke Talent's deployment, where a decade of screening judgment became systems that work around the clock while recruiters spend their time with people.
Spend your time on people, not pipelines.
We get AI workflows through compliance, legal, and security and into production.