Recruitment is broken. For years, businesses have been trapped in a cycle of spending hours sifting through hundreds of inbound applications or paying exorbitant fees to agencies just to process candidates. The result is often a slow, biased, and impersonal experience for applicants and a massive drain on resources for hiring teams.
Outstaffer, an all-in-one AI Recruitment, HR and EOR Platform, is tackling this inefficiency head-on with the launch of Outstaffer AI Recruiter. Powered by “Anna,” a conversational AI agent, this new managed service automates up to 90% of the hiring process—from application intake to first-round interviews and shortlisting. Unlike standard chatbots, Anna conducts natural, human-like voice interviews 24/7, validating candidates before they ever reach a hiring manager. We spoke with Thomas Derum, Founder and CEO of Outstaffer, to discuss how this technology is reinventing recruitment.
Q: You’ve launched Outstaffer AI Recruiter to solve the frustrations of traditional hiring. What was the specific “pain point” for businesses that drove you to build this solution?
Thomas Derum:
The core frustration was simple: businesses were burning time and talent on the wrong part of the hiring process.
Across almost every organisation we spoke to — SMBs, mid-market teams, even enterprise clients — the same pain point kept coming up: screening inbound applications had become completely unmanageable. A single role might attract 150–300 applicants. Hiring managers were spending 15–20 hours per hire just advertising, sifting through CVs, and running repetitive first-round screens — and more than 90% of that time was spent with candidates who were never going to be a fit.
It wasn’t just inefficient — it was breaking hiring.
When screening drags, everything downstream suffers: candidate dropout climbs, time-to-hire blows out to 4–8 weeks, and great talent accepts other offers before you’ve even reached them. It’s the single biggest bottleneck in recruitment today. And it’s predictable, systemic, and completely solvable.
And while this is a massive operational problem for businesses, it creates an equally serious issue on the other side of the equation: candidates.
Most candidates never receive a response after applying — not because companies don’t value them, but because they’re completely overwhelmed. When a hiring manager is juggling 200–300 applications with limited time and no support, manually responding to every applicant or giving them all a fair screening simply isn’t realistic. The result is silence, frustration, and a broken experience for jobseekers who are doing everything right but never hear back.
That’s what triggered Outstaffer AI Recruiter.
We asked ourselves: What if screening didn’t take weeks? What if every candidate could interview instantly? What if hiring managers only spent time on validated finalists?
To make that real, we built a managed service that automates up to 90% of the hiring process — not by replacing recruiters, but by removing the manual, low-value work that slows them down.
And by having Anna interview every single applicant within minutes, we fix the candidate problem too. Every person gets a fair, consistent interview and an actual outcome — which is why we’re seeing 90–98% positive candidate satisfaction. When you remove the bottleneck, you fix both the business inefficiency and the human experience at the same time.
Q: At the core of this platform is “Anna,” your conversational AI. How does Anna differ from the text-based chatbots or automated forms that candidates might be used to?
Thomas Derum:
Anna is nothing like the text-based chatbots or one-way video tools candidates have experienced before. Those systems feel robotic, transactional, and often add more friction than they remove. Anna was built to do the opposite — to feel natural, human-like, and genuinely helpful.
Where chatbots ask scripted questions and collect typed responses, Anna conducts real voice conversations that adapt to the candidate the same way a skilled recruiter would. She listens, asks follow-up questions, adjusts pacing based on how someone speaks, and maintains context across the entire interview. This creates a fluid, two-way experience rather than a questionnaire disguised as AI.
Unlike a form or chatbot that treats every answer the same, Anna evaluates over 100 skill dimensions — communication, critical thinking, problem-solving, CEFR English level, job-specific competencies — all within a single structured interview. And crucially, she does it consistently for every applicant, which is something human screeners struggle with simply because of time and workload.
But the biggest difference is what happens after the interview. Anna doesn’t make hiring decisions. Every interview is recorded, transcribed, scored, and then reviewed by our recruiters, who validate authenticity, quality, and fit before any shortlist goes to a hiring manager. That’s why this isn’t a DIY AI tool — it’s a managed recruitment service with humans in control of the outcomes.
From the candidate’s perspective, Anna means they don’t wait days or weeks to be acknowledged. They can interview immediately, from any device, at any time of day. That’s why we see 90–98% positive candidate satisfaction and far higher interview completion rates than traditional screening.
So the difference is simple:
Chatbots collect responses. Anna conducts interviews.
One feels robotic; the other feels like a real conversation backed by structure, consistency, and human oversight.
Q: You mention that this is a “managed service” rather than just another software tool. Why was it important to combine AI with human validation?
Thomas Derum:
It was critical for us not to build another self-serve AI tool that leaves hiring teams to figure everything out themselves. Recruitment is too high-stakes, too nuanced, and too consequential for a purely automated system. That’s why Outstaffer AI Recruiter is intentionally designed as a managed service, where AI does the heavy lifting but human experts stay in control of quality and outcomes.
There are three reasons this matters.
First, AI is exceptional at scale — not at judgment.
Anna can interview every applicant within minutes, 24/7, and analyse more than 100 skill dimensions consistently and without fatigue. But deciding whether a candidate truly fits a role, a team, or a company culture still requires human context. That’s why every result goes through Outstaffer’s recruiters for validation before it reaches a hiring manager. The AI accelerates the process; humans safeguard the decision.
Second, fairness and accuracy demand oversight.
Structured, weighted evaluation removes a lot of the inconsistency we see in human-led screening. But fairness isn’t just about structure — it’s about accountability. Our recruiters review the transcript, the recording, the scorecard, and the candidate’s background to ensure the outcome is accurate and free from red flags or misinterpretations. This human-in-the-loop approach is exactly why independent research shows AI-led interviews paired with recruiter oversight deliver:
+12% more offers, +18% more starts, +17% higher 30-day retention, and ~45% fewer reports of gender-based discrimination.
Third, businesses don’t want more software to learn — they want results.
Traditional tools require configuration, training, workflow design, and internal change management. That slows adoption and often kills ROI. With Outstaffer AI Recruiter, there’s nothing for the client to operate. We run the entire process — role calibration, advertising, application processing, AI interviews, scoring, and shortlist validation. The client only steps in for final interviews.
That combination — AI for scale and speed, humans for judgment and assurance — is what delivers a shortlist in 5–7 days, saves 15–20+ hours per hire, and produces a 90–98% candidate satisfaction experience.
In short:
AI alone isn’t enough. Human judgment alone isn’t scalable.
But together, they fix hiring.
Q: Candidates often feel ignored by automated systems. How does the Outstaffer AI Recruiter improve the experience for the applicants themselves?
Thomas Derum:
Most of the frustration candidates feel in hiring comes down to two things: silence and inconsistency. They apply, hear nothing for weeks, and have no idea where they stand. That’s not because companies don’t care — it’s because they’re overwhelmed. When a role gets 150–300 applications, it’s physically impossible for a human team to give every person attention.
The AI Recruiter was built to solve that problem at scale.
First, every candidate finally gets an interview — instantly.
Anna reaches out within minutes of an application being submitted and invites the candidate to a real, human-like interview they can complete anytime, from any device. There’s no waiting in a queue, no hoping someone calls, no “ghosting.” That alone lifts satisfaction dramatically because candidates feel seen rather than ignored.
Second, the experience is consistent and fair.
Every candidate gets the same structured interview, the same scoring logic, and the same opportunity to demonstrate their skills. Humans get tired, rushed, or interrupted; AI doesn’t. That consistency removes a lot of the randomness candidates experience in early-stage screening.
Third, the communication loop isn’t broken anymore.
Because Anna handles interviews 24/7 and our recruiters validate the results quickly, candidates actually receive outcomes. They know whether they’re progressing or not — and why. When requested, our team provides personalised feedback, which is something most applicants rarely receive in traditional hiring.
Fourth, it removes the intimidation that comes with one-way video tools.
Many candidates feel judged by automated video assessments that force them to record answers alone on camera. Anna is different — it’s a voice conversation. Natural, interactive, and more comfortable for a broader range of people, including neurodiverse applicants and those who struggle with the formality of video.
That’s why we consistently see 90–98% positive candidate satisfaction across roles and industries. Candidates describe the experience as faster, clearer, and more respectful — because they’re finally getting what they’ve always deserved: a real shot and a real response.
In short, Anna doesn’t replace the human experience — she restores it by making fairness, speed, and communication the default.
Q: With the ability to save 15–20 hours per hire and deliver shortlists in days, what is your long-term vision for how this technology will change the global workforce?
Thomas Derum:
My long-term view is that AI-led recruitment doesn’t just make hiring faster — it fundamentally reshapes how companies access talent and how people access opportunity.
Right now, the biggest constraint in the global workforce isn’t a lack of skill. It’s the friction in how we find, assess, and connect with that skill. Traditional hiring is slow, localised, and heavily resource-constrained. When screening alone consumes 15–20 hours per role and drags out to weeks, companies default to the familiar: local candidates, rushed decisions, and narrower talent pools.
When you collapse that workload — when you can interview every applicant instantly, validate quality in days, and free hiring teams to focus only on the top finalists — you remove the bottleneck that has kept hiring tied to geography and human bandwidth.
This is where the real shift happens.
- Companies can hire where the talent actually is — not just where their office is.
If you can reliably shortlist in 5–7 days for any role, in any market, you’re no longer limited to your local postcode. You can hire the best person for the job rather than the closest. That breaks the talent crunch for countries like Australia, New Zealand, the US and the UK, which are facing millions of skilled worker shortages in the coming years. - Talent becomes borderless — opportunity becomes accessible.
Millions of skilled professionals around the world are locked out of global opportunities simply because they don’t live in the right city. When AI can level the playing field, give everyone a fair interview, and remove arbitrary barriers, work becomes something people can access from anywhere — not something they have to relocate their lives for. - Hiring becomes more merit-based, consistent, and fair.
AI’s ability to standardise and structure the early stages of hiring means decisions are grounded in evidence, not gut feel or rushed human judgment. When paired with human validation, that creates a far more equitable system — one that research shows reduces reported gender-based discrimination by ~45% and increases both offer rates and retention. - HR and Talent teams shift from admin to strategy.
When 90% of the repetitive work is automated, HR finally gets to do what it was meant to do: partner with the business, shape workforce strategy, improve culture, and build capability — instead of drowning in CVs and scheduling emails. - The hiring cycle moves from reactive to predictive.
Once every candidate conversation is captured, transcribed, and structured, organisations can start building talent intelligence — understanding skill availability, market dynamics, and role patterns in real time. That’s the foundation of a next-generation workforce model.
So the long-term vision is simple but profound:
AI removes the operational friction. Humans make the decisions.
And the world of work becomes faster, fairer, and genuinely borderless.
What Outstaffer is building is one part of that shift — the infrastructure that connects great companies with great people, wherever they are, in a fraction of the time.
The launch of Outstaffer AI Recruiter marks a significant shift in the recruitment landscape. By moving away from resume scanning and toward “human-like” AI interviewing, Outstaffer is not only speeding up the hiring process but arguably making it more equitable. As businesses look for efficiency in a tight talent market, solutions like Anna that combine AI scalability with human oversight may well become the new standard for how we find work.
To learn more, visit https://www.outstaffer.com.
