TRACKED CALLS / 24H1,284+12.4%SMS RECOVERIES / WK287+8.1%DEMAND REACTIVATION RESPONSE RATE41.0%+3.2ppAU + NZ CLIENTS LIVE512+11AVG QUOTE RESPONSE47 MIN-9 minISO 27001PLATFORMTRACKED CALLS / 24H1,284+12.4%SMS RECOVERIES / WK287+8.1%DEMAND REACTIVATION RESPONSE RATE41.0%+3.2ppAU + NZ CLIENTS LIVE512+11AVG QUOTE RESPONSE47 MIN-9 minISO 27001PLATFORM
GibsonFamily-Owned Sydney Lead Engine · Since 2006
1800 950 347Get a quote
LIVESANDBOXAI BUILDSCASE STUDYSYDNEY · MELBOURNE · BRISBANE · PERTH · AUCKLANDMon to Fri · 9am to 5pm AEST

Sandbox · What we deliver for operators who need a custom AI build

// Interviewer Portal · client build

Mr Jobs Recruitment Engine

By Albert Triolo, Gibson Promotions ·
// THE BASICS

What is AI candidate screening?

AI candidate screening is the practice of processing, scoring, and interviewing large volumes of job applicants using automated systems before a human recruiter reviews a single resume. Gibson Promotions built the Mr Jobs Recruitment Engine as a bespoke platform for a recruitment operator facing exactly that challenge: 1,000 candidates to process, with no team large enough to handle them manually. The engine, built on Vertex AI with model selection by task complexity, scores each applicant across six weighted dimensions, then autonomously conducts a voice screening interview via a Vapi agent voiced by ElevenLabs. The hiring manager receives a ranked shortlist of already-interviewed candidates with scoring rationale per dimension, before any CV is manually opened. The working prototype was built in one week.

How Gibson's AI-first build process works›

“1,000 candidates reviewed, AI-interviewed, re-scored, and ranked without a single manual triage step. The hiring manager's queue fills with candidates who have already completed a voice screening interview, each scored across six dimensions with explicit rationale. The slow part of hiring is never the platform, it is the shortlist. We automated the shortlist.”

Albert Triolo, founder of Gibson Promotions

“The difference between a six-dimension AI score and a keyword filter is auditable reasoning. Every decision the Mr Jobs engine makes comes with explicit rationale and risk flags per dimension, not a black-box pass or fail. Hiring managers can read why a candidate ranked where they did. That is what makes bulk AI screening defensible.”

Albert Triolo, founder of Gibson Promotions
Interviewer Portal · client build

Mr Jobs Recruitment Engine

problem

The problem. A recruitment operator has 1,000 candidates to review. They need to shortlist, score, and send interview invites at scale - without reading every CV manually, without a team of reviewers, and without dropping confidence in who gets through. The old approach is a spreadsheet, a hiring manager's gut, and a weekend of email. It does not scale. The real problem is not the volume. It is doing bulk candidate review and automated invite dispatch while keeping the confidence level high enough that the shortlist is actually worth interviewing.

What we built. A recruitment platform that processes candidates in bulk at whatever volume the operator needs. Document AI parses every resume into structured data the moment it arrives. Each candidate is scored across six weighted dimensions - skills match, experience relevance, tenure stability, recency, qualifications, overall strength - with explicit AI rationale and risk flags per decision, not a black-box score. High-confidence candidates are automatically sent an AI interview link. A Vapi voice agent, voiced by ElevenLabs, conducts the screening interview autonomously on the candidate's schedule. When the interview completes, the transcript and responses come back into the platform, the candidate is re-scored against the role, and the updated shortlist surfaces the top candidates to the operator. Low-confidence candidates are routed for human review. No operator time spent until the ranked shortlist lands in their queue. Every decision is auditable. Built on Vertex AI with model selection by task complexity.

What it produces. 1,000 candidates reviewed, AI-interviewed, re-scored, and ranked without a single manual triage step. High-confidence candidates complete a full voice screening interview before a human sees them. Hiring managers receive a ranked shortlist of interviewed candidates with scoring rationale per dimension, not a stack of PDFs. Every interview recorded, every score auditable, every hire defensible.

Where the value flows.

  • +Scale: 1,000+ candidates processed in bulk. No manual inbox triage.
  • +Scoring: six-dimension AI scoring with explicit rationale and risk flags on every resume.
  • +Interview dispatch: high-confidence candidates receive an automated AI interview link. No operator action required.
  • +AI interview: Vapi voice agent with ElevenLabs voice conducts the screening interview autonomously on the candidate's schedule.
  • +Re-scoring: interview responses feed back into the platform. Candidate score updated. Top candidates surface to the operator.
  • +Control: low-confidence candidates routed for human review. Nothing slips through unscored.
  • +Compliance: every interview recorded, every decision audit-trailed.
Mr Jobs AI candidate scoring panel showing a 72 out of 100 score with 90 percent AI confidence, broken down across six weighted dimensions: skills match, experience relevance, tenure stability, recency, qualifications, and overall strength, with full AI rationale and risk flags listed.
AI candidate scoring. Every applicant scored across six weighted dimensions with explicit AI rationale and auditable risk flags (missing certs, tenure gaps). No black-box decisions. All data shown is dummy.

BETA. Working prototype built in 1 week. Interviewer portal in active development.

‹ Back to all Sandbox builds

// THE ALTERNATIVES

How does AI candidate screening compare with the alternatives?

Recruitment operators default to manual review, keyword ATS filters, or offshore screening teams. All three create bottlenecks at different points in the funnel.

  • Manual CV review

    A hiring manager reviewing 1,000 resumes manually takes days to weeks. Each CV gets seconds of attention. Scoring is inconsistent and unauditable across reviewers. Speed and quality are in direct conflict.

  • ATS keyword filter

    Removes obvious mismatches but does not score candidates, rank them, or interview them. High volumes still require manual triage after filtering. Rule-based systems cannot apply the weighted judgement a role actually needs.

  • Offshore screening team

    Adds headcount and process overhead. Responses are not instant. Scaling a human screening team for an application spike is slow and expensive. Audit trail depends on team discipline, not system design.

  • AI screening with voice interview

    1,000 candidates processed end-to-end. Every applicant scored with explicit rationale, high-confidence candidates auto-interviewed by voice AI, ranked shortlist delivered before a single CV is manually opened. Zero triage required at the shortlist stage.

// FREQUENTLY ASKED

Frequently asked questions

What is AI candidate screening?

AI candidate screening is the automated processing, scoring, and interviewing of job applicants before a human recruiter reviews the shortlist. The Mr Jobs Recruitment Engine, built by Gibson Promotions on Vertex AI, handles document parsing, six-dimension scoring, and autonomous voice interviews via a Vapi agent before the hiring manager sees any candidate.

How does the AI interview work in the Mr Jobs engine?

High-confidence candidates receive an automated AI interview link once their resume clears the scoring threshold. A Vapi voice agent, voiced by ElevenLabs, conducts the screening interview on the candidate's schedule. The transcript and responses feed back into the platform, the candidate is re-scored, and the updated shortlist surfaces to the operator.

How accurate is the six-dimension candidate scoring?

The engine scores each candidate across skills match, experience relevance, tenure stability, recency, qualifications, and overall strength, with explicit AI rationale and risk flags per dimension. Low-confidence candidates are routed to human review rather than auto-advanced. Every scoring decision is auditable with reasoning visible per dimension, not a black-box result.

How long does it take to screen 1,000 candidates with AI?

The Mr Jobs engine processes candidates in bulk at whatever volume the operator needs. 1,000 candidates can be reviewed, AI-interviewed, re-scored, and ranked without a single manual triage step. Operator time starts only when the ranked shortlist of already-interviewed candidates arrives in their queue.

How fast was the Mr Jobs Recruitment Engine built?

The working prototype was built in one week. Document AI parsing, six-dimension scoring, Vapi voice interview integration, and the operator portal were all functional at prototype stage. The interviewer portal is in active development. Gibson built on Vertex AI with model selection by task complexity to keep the build cycle short.

// MORE ON THIS
// MORE SANDBOX BUILDS

Want one like this in your business?

Every Sandbox build started as one operator's bottleneck. Tell us yours.

A 30-minute diagnose call, no charge. We tell you whether it is a 48-hour build or something bigger, before you commit a dollar.