An AI workforce for staffing agencies

Instead of one assistant, you run a workforce. Each agent owns a recruiting job, works a schedule you draw, and reports what it did. Agents run inside your data — the ATS, CRM and client portal are part of the same platform, so there is nothing to sync and nothing to babysit.

The six agents and what each one does

Sourcer — works an assigned role on a shift schedule, runs new searches when the candidate pool runs dry, broadens reach automatically, skips client employees and duplicates, and pushes fresh candidates into review.
Screener — scores every candidate against the job standard, approves or declines with written reasoning, tags skills onto the record, and escalates borderline calls to a human.
Client Services — runs client check-ins and candidate calls in your own cloned or chosen voice, files a written summary after every call, and transfers to a live person on request.
Business Development — scans prospect companies for new requisitions weekly, drafts personalized outreach in your writing style, runs the follow-up sequence and surfaces warm accounts to the desk owner.
Coordinator — sends interest emails from your connected inbox, classifies replies, and books screens through your booking link with two-way calendar sync.
Analyst — ties every submission, interview and placement back to the work that produced it, feeds outcomes back into fit scoring, and reports hours, runs and spend per agent.

How agents work

You define the role and the standard: what good looks like, where to search, who to skip.
You draw a weekly shift calendar. Agents work those hours and stop outside them.
Agents plan, act, evaluate their own output, and improve from outcomes over time.
Failing or borderline work is held for a human even when the agent runs in auto mode.
Every run produces a timesheet: what was done, how long it took, what it cost.

Governance and control

Standards and policies set per role, so agents work to your bar rather than a generic one.
Human review queues: agents hold borderline or failing work for a person even in auto mode.
An agent org chart, cost centers and budgets, with hard spend caps on by default.
Approval gates on mutating actions and a full audit trail of every agent action.
Agents pause rather than overspend.

Open by design

External agents connect over API or MCP and run under the same governance, budgets and review queues.
Bring your own LLM keys — Google Gemini, Anthropic Claude, OpenAI, Grok, DeepSeek, Mistral and more — so agents run on your accounts and your spend.
Every agent action is audited and revocable.

Frequently asked questions

What is an AI workforce for staffing?

A set of named AI agents that each own a recruiting job — sourcing, screening, client calls, business development, interview coordination and reporting — working scheduled shifts inside your ATS and CRM under budgets, standards and human review, rather than a single chat assistant bolted onto existing software.

Does Go Pro Talent replace our ATS?

It can. Go Pro Talent includes the ATS, client CRM, client portal and analytics in every plan, so the agents work on the same records your recruiters do. Firms that keep an existing system connect it through the integrations layer instead.

How is it priced?

Flat monthly pricing with unlimited human users: Solo $199, Launch $499, Operating System $999, and Enterprise from $3,500 billed annually. You pay for AI agent seats and usage credits, never per recruiter. Every plan includes a 14-day free trial.

Do the AI agents act without approval?

Only where you allow it. Autonomy is set per agent. Outside auto mode, actions that change data or contact people are queued for human approval, and every action is logged and reversible.

Can we use our own AI models or agents?

Yes. External agents connect over API or MCP and run under the same governance, budgets and review queues, and you can bring your own LLM keys for Google Gemini, Anthropic Claude, OpenAI, Grok, DeepSeek, Mistral and more.