Recruiting
Write job ads with AI, pre-screen applications against each requirement, schedule interviews and keep a talent pool that complies with Swiss data protection law.
Filling a position in an SME usually means patching an ad together from an old template, hunting for applications in the inbox and forgetting to reply because day-to-day business comes first. Good candidates drop out before they hear back.
HREasy runs recruiting as an orderly process: the AI writes an ad from a few details and checks it for discriminatory wording, an approval chain releases it, and every application is pre-screened against the job requirements, with evidence from the CV. Screening, interview dates, scorecards and emails all run in the same system, and reminders make sure no application is left lying around.
Sound familiar?
- The ad is quickly written but contains wording that excludes applicants.
- Applications sit in different inboxes, and nobody knows who has already replied.
- There is no consistent yardstick when going through CVs.
- Rejections get forgotten, and good profiles disappear because consent is missing.
Every application checked against every requirement
Once an application arrives, the AI assesses each requirement individually: met, partly met, missing or unclear, each with the evidence from the CV. An unmet must-have marks the application as a knock-out; «unclear» is deliberately not counted as «missing».
The cards show how old an application is. For screening, the AI creates five questions on the must-have requirements, which applicants answer via a link without an account.
- Interview dates as a choice of several slots or as a fixed appointment
- Scorecards with AI-suggested criteria and a summary
- Pre-screening can be switched off per job ad
See which channel really brings applications
The analysis shows the funnel from receipt to hire with conversion rates, time-to-hire, source effectiveness, rejection reasons and performance per position, over a period of your choice.
All figures can be exported as CSV.
- Default period 90 days, freely adjustable
- Source effectiveness per channel
Swiss recruiting practice at your fingertips
The guide takes you through the phases of filling a position, from job profile via advertising and screening to the interview, with checklists and legal notes on the Code of Obligations, the Data Protection Act and the Gender Equality Act.
For each phase the AI can go into more depth on the selected position. For the interview itself it creates an interview guide and a hiring plan.
- Checklists for each phase
- AI deep dive on the specific position
- Interview guide and hiring plan at the push of a button
Keep good profiles, with consent
The talent pool holds candidates who are not a fit today but might be tomorrow. Search by experience and skills; the number of previous applications is shown alongside.
Profiles are only added with consent: a link goes out with the rejection, valid for 90 days, and the date of consent is recorded. For a new position, matching suggests suitable profiles from the pool.
- Consent via a link, no login required
- Exclude profiles from the pool at any time
- Matching against other open positions
From the idea for a role to the offer
Every stage has its task, and reminders make sure nothing gets stuck.
Job ad
Enter the job profile; the AI writes the ad and checks the wording.
Approval
Approval chain with comments and log, then translation into French and English.
Publish
Careers page, embedding on your own website, Indeed feed and a list of job portals.
Pre-screening
The AI checks every requirement with evidence; screening questions follow via a link.
Interview
Dates, guide, scorecards; offer or rejection drafted by the AI and sent after your approval.
Everything works together
No module stands alone. What you enter here flows automatically to wherever it is needed, without entering it twice.
What HREasy offers
AI job ad
The AI suggests tasks, requirements and skills; regenerate with your own instruction, salary stays editable.
Discrimination check
Uploaded and generated ads are checked for wording relating to age, gender or origin.
Careers page
Your own jobs page and an HTML snippet to embed on your website, plus an Indeed XML feed.
CV parsing
When you add an application, the AI reads the CV and fills in the details.
Screening without an account
Applicants answer the screening questions via a personal link; the AI evaluates the answers.
Emails in four languages
AI drafts in German, French, Italian or English for holding replies, forwarding and rejections; nothing is sent until you approve it.
Notes with visibility
For each note, you decide whether the responsible line manager may see it.
Reminders
Daily run: new application unviewed for 3 days, screening unanswered for 5 days, offer open for 7 days.
Daily digest for line managers
The responsible person receives a single summary of new applications instead of one email per application.
What you should know
One consistent yardstick for all applications
Pre-screening does not judge the person; it checks requirement by requirement whether the CV provides evidence. Every verdict comes with its evidence, and where the CV says nothing, the result is «unclear», not «missing».
Everyone involved sees the same basis, and the decision stays with you.
Data protection in the talent pool
Profiles of rejected applicants may only stay in the pool with consent. HREasy sends a link with the rejection that lets the person agree without logging in; the link is valid for 90 days, and the date of consent is recorded.
Profiles can be excluded from the pool at any time.
Frequently asked questions
Where do my job ads appear?
On your HREasy careers page, as an embeddable snippet on your website and in the Indeed feed. For 37 further portals such as jobs.ch or job-room.ch, you copy the ad and note the channel.
Does the AI decide who gets invited?
No. It assesses the requirements with evidence from the CV. You decide whom to invite.
In which languages can I advertise?
The ad is created in German and can be translated into French and English.
How do interview appointments work?
You offer several slots to choose from or set a fixed date; the applicant chooses via a link.
Does the talent pool comply with the Data Protection Act?
Profiles only stay in the pool with documented consent. The consent link is sent together with the rejection.
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