Where your best recruiting actually happens

Senseloaf AI is an agentic hiring system. You tell SIA, Senseloaf Intelligent Agents, the hire you need, and it designs the hiring process for that role, evaluates every candidate against it, and moves them through your pipeline on rules you set. Five agents run it end to end, from job setup to stage movement.

No. Your ATS stays the system of record and Senseloaf is the system of work. Senseloaf connects to 21+ ATS and HCM platforms with no migration. Screening and stage movement happen in Senseloaf, then scores, transcripts and statuses write back into your ATS as native records. Your team keeps working where it already works.

Senseloaf runs five agents, and each designs the thing it runs, then runs it. Job Generation builds the job configuration. AI Matching builds the scoring criteria and grades every resume. AI Prescreening designs and runs the screening conversation. AI Interview conducts the video interview. Hiring Automation moves candidates between stages on your rules.

Senseloaf designs the hiring process before it runs it, so every score traces back to a standard you approved. It also has institutional memory: every criterion you add, every weight you change and every suggestion you refuse carries into future roles in that department. An ATS assistant can carry your data, not an evaluation standard.

AI assessments never make the decision. Every matching score, prescreening result and interview grade goes to a human first. What runs automatically is only what you configured yourself: hard rules like work authorisation, and stage movement on thresholds you set. Any rule can be switched off at any time without deleting it.

Plans are priced by hiring volume and the agents you use, and the full breakdown is on the pricing page. There is a 14-day free trial with no credit card and no commitment, so you can run a real requisition through Senseloaf before you decide. Nothing is charged until you pick a plan.

Same day. Sign up, connect your ATS or import candidates from a spreadsheet, configure your first role, and matching runs as applications arrive. There is no migration and no implementation project, because your ATS stays where it is. Larger teams with a security review take longer, and we will give you a straight timeline.

Senseloaf is built for recruiting teams screening more applicants than they can read. It pays back fastest where hiring is recurring and high volume: RPOs and staffing firms, mid-market talent acquisition teams, and companies scaling headcount quickly. The more roles you run through it, the closer its evaluation gets to how your team hires.

No. Your data and your candidates’ data are never used to train models, ours or anyone else’s. Senseloaf processes candidate data on your behalf, only within the scope of the workflows you configure, and never sells or shares it. You are the data controller, and what the system learns from your team stays inside your account.

Personal identifiers are stripped before candidate data reaches the scoring model, so what goes in is skills, qualifications and experience. Senseloaf refuses any instruction to filter on legally protected characteristics. Every grade opens beside the source material behind it, with criteria versioned so the standard applied to a past decision is still on file.

Every grade opens beside the source material that produced it: the parsed resume, the timestamped responses and the interview transcript. A link opens the exact criteria, measurement logic and weights behind the score. Every invite, reminder, response and stage movement is logged automatically. For jurisdiction-specific questions, talk to our team.

Agentic hiring means the pipeline runs without anyone having to be in the room. Resumes are scored on arrival, prescreening and interviews fire on their own, automation acts on your rules, and the recruiter opens a graded shortlist with the evidence attached. Each agent designs the thing it runs, then runs it.

Memory is how Senseloaf learns the way your team evaluates candidates. Add a criterion, change a weight or refuse a suggestion, and that decision is applied to future roles, at organisation level and at job level. Refuse “security clearance required” once on an Engineering role and it stops being suggested for Engineering, for everyone.

Memory is corrected the same way it is built, through normal use. Every entry is individually visible under Settings, tagged to the session, role and department that created it, rather than sitting inside an opaque model. Memory is read-only today, so the correction path is to encode the right signal on the next role.

An ATS AI connector gives an assistant read and write access to your records, which is useful. What it has never seen is your hiring process, so it improvises the evaluation differently every session. Refuse a criterion once in Senseloaf and it stops being suggested for that department, for every recruiter, on every future role.