Extrahourz Needed a Hiring Platform that Ran Itself. We Built it screen, route, schedule.
A startup with no hiring system and roles that fill in days. Neuramonks built the platform: a voice AI screening call on every application, then routing to the specialist agent that carries the process forward.
Delivered for Extrahourz
- 45%
- Shorter hiring cycle
- 24/7
- Screened on arrival
- Multi-agent
- Routed to the next step
- Live
- Candidate source reporting
Delivered for the L&D team
- 45%
- Shorter hiring cycle
- 24/7
- Screened on arrival
- Multi-agent
- Routed to the next step
- Live
- Candidate source reporting
The Client's Problem
Shift Roles: Fill-In Days. A Manual Process Takes Longer.
- Applications waiting for a recruiter to read
- Screened the moment they apply, any hour
- Availability chased over calls and texts
- Captured in the interview, stored on the profile
- Each step handed off by a person
- Routed to the agent that handles it next
What We Delivered
Six Pieces of Work, One Hiring Loop.
- 01 · Product Engineering
- Application intake
- One flow from job listing to submitted application.
- 02 · Applied AI
- Voice AI screening round
- Calls every applicant and scores the interview against the role, automatically.
- 03 · Agentic AII
- Multi-agent process routing
- Sends each candidate to the agent handling the next step.
- 04 · Workflow Automation
- Scheduling and availability
- The automated interview scheduling tool that books candidates into shifts they can actually work.
- 05 · Mobile Engineerin
- Candidate app
- Browse roles, apply and get booked from a phone.
- 06 · Product Engineering
- Recruiter dashboard
- Profiles, pipeline and shift coverage in one view.
- Across all six · Candidate data
- Encrypted end to end
- Candidate profiles and interview transcripts encrypted in transit and at rest.
- Access-controlled by role
- Recruiters see their roles, candidates see their own profile.
- On-prem capable
- Deployable on-premises or air-gapped where policy requires it.
Losing Candidates to a Slow Screen?
Want to build an automated interview scheduling tool like this one? We scope which pieces your build actually needs, in 30 minutes.
The Result
The Application Moves Itself to the Next Step.
Screening scores the application on arrival, then routing hands it to the agent that owns the next step. Nobody waits for a person to move it along, which is where the 45% came from.
45%
Shorter hiring cycle, with screening and routing running from the moment an application arrives.
How The Engagement Ran
Four Pphases: Screening to Dashboard.
- Phase 1
- Discovery
- Hiring flow and screening criteria mapped with the team.
- Phase 2
- Screening round
- Application scoring built against each role's requirements.
- Phase 3
- Routing layer
- Specialist agents wired to the steps they own.
- Phase 4
- Dashboard and rollout
- Recruiter view and source reporting released.
- Agentic AI
- Voice AI
- LLM
- Process routing
- Scheduling engine
- Mobile app
Why Neuramonks
Why Extrahourz chose Neuramonks.
- Outcome-driven delivery
- Cycle-time targets set before development started.
- Whole platform, not a feature
- Built from scratch for a startup with no system.
- Built for volume hiring
- Concurrent applicants at peak, not demo traffic.
- Deployable on your terms
- On-premises or air-gapped where policy requires it.
This build draws on our Agentic AI development service, applied to recruitment workflow automation.
Common Questions
What Teams ask About this Build.
What does the AI screening round do?
A voice AI agent calls every applicant on arrival and scores the interview against the role's requirements, lifting shortlisting accuracy by 25% so nothing sits in a queue waiting for a person to read it first.
What is multi-agent process routing?
Each screened application is passed to the agent that owns its next step interview, scheduling, or placement — the same orchestration logic that runs inside our recruitment automation builds, so the process continues without a handoff by hand.
Does a recruiter still review candidates?
Yes. The voice AI agent handles screening and scheduling, cutting recruiter workload by 55%; recruiters review scored profiles and shift coverage from the dashboard instead of reading every application.
Can the screening process handle applications submitted as PDF resumes?
Yes. Resumes uploaded as PDFs are parsed and matched against the role's requirements before the voice screening call is placed, so the score reflects both the document and the interview.
How is this different from a standard recruiting chatbot or keyword-filter ATS?
A text chatbot or keyword-filter ATS scans static fields; this system places an actual voice screening call, scores the conversation, and routes the candidate to the next specialist agent automatically instead of just flagging a resume for a human to read.
