Recruitment teams lose most of their week to first-pass CV screening, scheduling and answering the same candidate questions. NKKTech builds custom AI for recruitment agencies and in-house HR teams — screening chatbots, CV scoring against your criteria, interview scheduling and ATS integration. You can start small: an AI Pilot takes one recruitment use case to a working pilot on your real data in 3–4 weeks for USD 5,000–15,000 fixed-fee, and becomes phase one of a full build only if it proves its value.
Each of these can be the single use case of an AI Pilot, or combined into a full recruitment assistant once the pilot has proven itself.
A chatbot on your careers page, Messenger, WhatsApp or Zalo that answers candidate questions, asks your knock-out questions and collects CVs around the clock — then hands qualified candidates to a recruiter with a summary.
Parses CVs (PDF, Word, LinkedIn exports) into structured profiles and scores them against the criteria you define for each role, with the reasoning shown so a recruiter can check and override every decision.
Finds slots across interviewer calendars (Google Workspace or Microsoft 365), books the interview, sends reminders and reschedules — the back-and-forth emails disappear.
Reads and writes to the systems you already use — your ATS, HRIS or a simple Google Sheet — so AI results land where recruiters work instead of in another tool.
Drafts job ads and personalised candidate outreach in your house style for a recruiter to review and send. Nothing is sent without a human approving it.
Candidate data stays in your cloud region (e.g. AWS Sydney for Australian teams) with Privacy Act / GDPR / PDPA-aligned data handling. Scoring criteria are explicit and auditable, and a recruiter makes every final hiring decision. In the EU, AI that filters or evaluates candidates is a high-risk system under the AI Act, which brings risk-management, data-governance, documentation, logging and human-oversight obligations — we scope those controls into the project rather than treating human review as enough.
A free call, then a short scoping session: we choose the one recruitment task that costs you the most time, agree how success will be measured (e.g. hours of screening saved per week), and fix the price within USD 5,000–15,000.
We connect to your job ads, CV inbox or ATS and build the pilot. You see a demo every week and can test it with your own candidates.
The pilot runs on one or two real roles. We measure it against the success metric agreed in week 1 and hand over the code, documentation and results.
If the pilot proves its value, it becomes phase one of a full build (from USD 20,000) — more roles, more channels, deeper ATS integration. If it does not, you keep the code and stop there.
High CV volume across many clients: first-pass screening, candidate Q&A and interview booking handled by AI so consultants spend their time with shortlisted candidates and clients.
Seasonal or volume hiring (retail, hospitality, logistics, BPO): a screening chatbot on the careers page and automatic scheduling cut the time from application to interview.
Adding AI features — screening, matching, chat — to an existing HR product, built by senior engineers with fixed-scope pricing.
Yes. That is what the AI Pilot is for: one recruitment use case — for example a screening chatbot or CV scoring for your open roles — taken to a working pilot in 3–4 weeks for USD 5,000–15,000 fixed-fee. You own the code. A full multi-channel recruitment assistant is a larger build, from USD 20,000, and usually starts from a pilot that has already proven its value.
Yes. We built a multi-channel AI recruitment chatbot for AWING Technologies, a technology company in Vietnam, covering CV screening, interview scheduling and candidate FAQs across website, Messenger and Zalo. Results reported for that project: +65% candidate engagement, 30% less manual HR workload and +45% pre-screening completion. See the AI Recruitment Chatbot case study.
Yes. Our team in Vietnam works 3 hours behind Sydney (AEST), in the same time zone as Bangkok, and with a morning overlap for European teams. Contracts are with NKKTech Global Pte. Ltd. (Singapore), priced in USD with local-currency invoicing on request.
No. The AI screens, scores, summarises and schedules; a recruiter makes every shortlisting and hiring decision. Scoring criteria are written down and the reasoning for each score is shown, so decisions can be audited and checked for bias.
Yes, if it is used in the EU. AI systems used to recruit or select people — for example to filter applications or evaluate candidates — are listed as high-risk in Annex III of the AI Act. That brings obligations on risk management, training-data quality, technical documentation, logging, transparency to users and human oversight; under the AI Omnibus (in force since 27 July 2026) these obligations apply to stand-alone Annex III systems from 2 December 2027. For EU clients we scope these controls and the documentation into the project from the start. This is general information, not legal advice.
Candidate data is stored in the cloud region you choose (for example AWS Sydney or an EU region), access is limited to named engineers under NDA, and we sign a data processing agreement aligned with the Australian Privacy Act, GDPR or Thailand PDPA as applicable.
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