Ukrainian IT companies are already using AI to prescreen candidates, work with resumes, write job descriptions, etc. AI insights from recruiters, hiring experts EPAM, SoftServe, Ciklum, Sigma SoftWare and 5 more employers

Bold Railsware Experiments

For example:

• During interviews. AI joins calls to take notes, capture the structure of the conversation, key takeaways, and next steps. This allows the recruiter to be more engaged in the conversation, without being distracted by mechanical note-taking.
• At the test validation stage. Sometimes we ask AI to help with initial analysis, such as identifying recurring errors or superficial patterns. Then, of course, a human reviews the test.
• In feedback analytics. We are testing an approach where AI analyzes an interview recording: looking at the tone, the activity of each party, and words that could have caused an emotional reaction.

These tools don’t replace humans — they help us perform a number of tasks. In particular, they give us more time for what’s most important: seeing the person, assessing their culture, motivation, and potential for growth in the Railsware context.

At the same time, we see that AI has good potential for development in the HR niche. There are studies that show that some candidates find it easier to talk to artificial intelligence — less anxiety, more openness. This may be relevant in certain scenarios or cultures. But we are not focusing on this right now.

In short, AI is a valuable, helpful tool, but still a tool. We work with people, so we leave the part of the process where empathy, trust, and context are important.

The new reality is already close at Boosta

The main advantages of this approach are faster process speed and reduced workload on the team. At the same time, I cannot help but note certain risks:

• reducing the level of personalization;
• difficulty in reading the candidate’s motivation and values;
• loss of «human» interaction, which is often key at the dating stage.

For example, with the candidate’s consent, we use call transcription services (such as Sembly or Tactiq), which allows you not to lose important information and return to details if necessary. And the Magical tool helps automate some of the routine operations — and this really saves time.

However, all key decisions regarding the candidate’s further progress in the process are made solely by the recruiter and hiring manager — taking into account all the nuances that often go beyond what an algorithm can read.

Do I think it is appropriate to fully automate pre-screening? This approach has a right to exist, especially in the case of a large volume of recruiting or initial filtering. But today I sincerely appreciate the possibility of personal communication. This allows us to understand a person’s experience, motivation and values ​​more deeply, to convey the company’s culture and, most importantly, to understand how much we are «on the same wavelength» with the candidate.

Regarding efficiency, AI really helps to optimize processes and saves the team time. By freeing the recruiter from some of the routine tasks, artificial intelligence allows you to focus on more strategic and analytical tasks. This definitely increases the overall efficiency of the recruiting function. At the same time, I can’t say that it directly affected the speed of closing vacancies, because this indicator largely depends on the complexity of the position and the state of the market.

AI as an assistant at Sigma Software

• find unique candidates faster
• create interesting and creative job descriptions
• helps analyze our work (preparation of reports, analytics) and market research
• automatically assign and generate meeting minutes after meetings
• improve the visual design of vacancies and posts.

At the moment, we do not involve AI specialists in conducting pre-screens or interviews. Why? Because we believe that only live communication allows us to feel a person, establish contact, understand their values, communication style, and assess technical skills.

In addition to the benefits that artificial intelligence provides, we also face challenges. One of these is deepfakes, when «candidates» who are actually technological simulations of real people join our interviews. One such case even made the news: a fake candidate tried to get an interview using a deepfake. This is not just a curiosity — it is a challenge that requires additional verification of profiles and careful attention to every detail.

5 Top AI Tools for Recruiters IdeaSoft

ChatGPT

We use it for:

• Writing invitations, feedback, job descriptions
• Adapting messages to a specific audience
• Creating content for LinkedIn and your personal brand

What optimizes:

• Preparation of materials
• Reduces time for «formulating an opinion»
• Increases reaction speed in communication
  
  

Waalaxy

What do we use it for:

• Automated LinkedIn outreach with customized scripts
• Mass management of first contacts with candidates

What optimizes:

• First contact with candidates
• Ability to run multiple communication streams in parallel
  
  

Magical (AI Agent)

What do we use it for:

• Autofill forms
• Template responses
• Standardized messages

What optimizes:

• Repetitive actions
• Time to write sample letters and responses
  
  

Grammarly

What do we use it for:

• Proofreading of email texts, LinkedIn outreach, publications
• Support for tone, grammar, style

What optimizes:

• Quality of written communication
• Integrity of the message and professionalism of the text
  
  

Metaview

What do we use it for:

• Automatic interview summarization
• Capture key points without manual notes

What optimizes:

• Focus on live communication with the candidate
• Speed ​​of processing interview results
  
  

AI prescreening agent and LLM agents for working with resumes in ZONE3000

We are currently implementing several modern solutions:

• AI pre-screening agent: currently in experimental mode we are testing the work of an AI agent, which after the candidate’s response conducts initial communication with him, clarifies key information and forms a structured summary for the recruiter. This makes it possible to screen out irrelevant candidates and focus on more promising ones. However, this is still in experimental mode.
• LLM agents for resume processing: Large language models allow for pre-scoring of resumes and generating analytics on job relevance. This approach is particularly effective when processing large candidate streams.
• We are currently developing automatic job posting using Power Automate and AI scripts: this solution can significantly simplify routine tasks and minimize the risk of errors during posting.
• AI tools for sourcers: market analysis, job description optimization, and role description video creation.

However, in the early stages of candidate communication, we continue to focus on face-to-face contact. Empathy, the ability to understand a candidate’s motivations and specific context remain beyond the capabilities of even the most innovative AI.

For us, artificial intelligence is a tool to increase efficiency, scalability, and support the work of a recruiter, not a complete replacement for human interaction.

AI as a support tool at Capgemini Engineering

We have sufficient internal resources to screen resumes and conduct initial interviews with candidates. We value quality over speed, so we prefer live communication, especially when it comes to finding niche and unique professionals who are a perfect fit for our tasks and culture.

At the same time, we use AI in a targeted manner — as a support tool, not a replacement. For example: for market analysis: the availability of certain specialists, the activity of competitors, for analyzing the schedule of our technical specialists when scheduling meetings with candidates, for prioritizing requirements for candidates — what is critical and what is secondary, and for some technical tasks.»

Chatbot for job descriptions and more at SoftServe

1. We use AI when we are looking for candidates for a technology that the recruiter is working with for the first time. AI helps us better understand the candidate’s profile for this position.
2. Sometimes we use it when building a search strategy to better understand the essence of the position for which we are looking for a candidate.
3. AI can also, if necessary, shorten or simplify the incoming message to the candidate, making it more attention-grabbing.

SoftServe has internal AI communities within teams, including the Talent Operations team and the company as a whole. They provide training on using AI in different areas and for different purposes. My team has already completed one series of trainings, where they looked at how to write a prompt correctly and how to encourage AI to ask you questions to formulate more relevant answers. A new series of trainings is currently in development.

I believe that AI is a good tool for recruiters and sourcers, but not a replacement, because it is not artificial intelligence that wins, but those specialists who know how to use it in their daily work.

No online interviews with robots at Ciklum

In the recruitment process, various tools based on artificial intelligence are increasingly being used to maximize automation, so interviews with bots or AI agents are no longer new on the market. Here, such an approach is considered acceptable if candidates are informed in advance about the format of interaction and agree to it.

Ciklum does not yet practice online interviews with robots. However, our recruiters use artificial intelligence in the following cases:

• to quickly find information about new tools or technologies;
• to formulate technical screening questions according to the requirements of a specific role;
• for a preliminary assessment of the candidate’s relevance and analysis of experience and skills;
• for preparing candidate presentations for clients using post -interview notes.

At the same time, the company noted that we always adhere to information security standards — no personal data of candidates or clients is transferred to AI assistants.

From posting positions to analyzing interviews conducted with AI in EPAM

EPAM is actively developing and implementing AI technologies in various stages of the recruitment process, especially where it concerns routine, repetitive work: from posting positions to analyzing interviews. For example, AI can analyze a candidate’s answers and assess how well his or her technical level meets the requirements of a particular position. At the same time, everything related to decision-making or communication with candidates is carried out directly by EPAM specialists.

As for relevance, it is largely determined by people’s willingness to interact with an AI agent. At the moment, society’s attitude towards such technologies is still being formed. But EPAM keeps up with the times and closely monitors these trends, adapting its approaches to the needs of the market and the expectations of candidates.

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