SocialTalent · Cara

The 80 tasks
of hiring.

Cara is the AI hire who takes on the transactional work of recruiting, using the Apps and AI model you already run. Set your hiring plan, hand her the busywork, and watch the hours come back.

How the 80 tasks split

30Fully automatedCara owns them end to end
32HybridCara drafts, a human decides
18Explicitly humanJudgement stays with your team

Hours returned to your team 0hrs / year

≈0 recruiters’ worth of time

The cost of today

At hires a year, hiring is 80 distinct tasks.

0hours a year

That’s what it takes your team to run every requisition, end to end — before anyone automates a thing.

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The reckoning

0hours returned, every year

≈0 recruiters’ worth of time given back to your team.

The 18 that never move sit at the two ends — what you should be hiring for, and who you actually hire. Clearing the 62 in the middle is how your team affords to do those two properly.

Estimates cover modeled tasks only — the real number is higher.

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The problem

However fast you're hiring,
you're being asked to do more,
per person.

The plan always outpaces the people — whether the team is growing, flat, or shrinking. “Just add recruiters” is off the table either way: there's no budget for it, or the growth has already outrun anyone's ability to hire fast enough. So the real question isn't how big the team is. It's how much of the work never gets done to the standard you'd want — the intake questions nobody has time to ask, the debrief that gets skipped, the pipeline that never gets followed up.

Our analysis

Cara owns the middle.
Your team owns the two ends.

The win isn’t more automation. It’s clearing the low-risk middle so judgment gets stronger where it counts — deciding what to hire for, and who to hire.

Start

What to hire for

Your team

The middle

The 62 in between

Cara

Decision

Who to hire

Your team

1Whether the role should exist at all
2What good looks like
3Budget, level and headcount

4Sourcing and outreach
5Screening and scheduling
6Coordinating, reporting, drafting

7The final interviews
8The offer and the negotiation
9The decision

SocialTalent hiring workflow analysis, 2026.

What changes

Four things change the day Cara starts

Completeness · Before the requisition

The work that should happen on every hire, but never does

This is the front end of hiring — the “before the requisition” end. The intake questions nobody has time to ask. The definition of good that never gets written down. The debrief that gets skipped. Cara does the work that quietly falls off the list — so quality stops depending on how busy the week was, and the people deciding what to hire for get to do it properly.

32of 80 tasks are the hybrid work that quietly slips when the week gets busy

Capacity

More done, per recruiter

Cara takes the transactional work off your team's desk, so the plan gets delivered without adding people. It could free up the equivalent of several full-time recruiters — what you do with that time is your call.

Consistency

Best practice, every time

Fifteen years of hiring method behind every note, plan, and scorecard — not fifteen recruiters each doing it their own way.

Trust

Safe to bring in gradually

Start Cara on one Skill, in your own tools, on your own LLM, at the approval level you set — and expand as she earns it.

How she works

There's nothing to log in to

Most hiring tech fails on the same thing: the boxes get ticked, the tool ships, and still nobody logs in. Average adoption of new TA tech sits around 25%. Cara isn't a place your team has to go — she works where they already work, in Slack or Teams. No new tab, no new login, nothing new to learn. Usage isn't asked of the team; the output just arrives.

25%

Average adoption of new TA tech — the bar Cara never has to clear, because there's nothing to adopt.

In Slack or Teams

She works in the channels your team already reads.

One Skill at a time

Nothing to migrate, so there's no rollout to stall.

She does the work

The output arrives; adoption isn't a project.

Proof

Proven. Plugged in. Configurable

The answer to a three-vendor shortlist — the self-build, the new platform, and the native ATS feature — in one line.

Trained, never generic

Trained by us, on fifteen years of our own hiring content — not a generic model. She remembers her training and is onboarded to your processes and preferences.

Runs on your stack

She uses your network, your tools, and your own LLM. No vendor technology of her own to bring in.

None of your data sits on our servers

None of your data sits on a SocialTalent server. Your data passes through our infrastructure for a moment, to connect your own systems to your own AI model — but it’s never retained, never logged, and no one at SocialTalent ever sees it.

You set the approval level

From approval-required through to fully autonomous. Autonomous never means unsupervised: Cara can own completion of a task, but a person always owns the employment outcome.

FAQ

The questions enterprise teams ask

It can mean that, or your existing team doing more with the same headcount. That's your call — and we won't pretend otherwise.

Cara can own completion of a task, but people own the employment outcome — she never makes the hiring decision. You set the approval level, from approval-required through to fully autonomous, and autonomous never means unsupervised.

No. She works where your team already works, in Slack or Teams, with nothing new to learn. She runs on your own LLM, inside your own tools, and none of your data sits on a SocialTalent server.

Proven, plugged in, configurable — nobody else answers the self-build, the new-platform, and the native-feature question at once.

You get the two ends back.

Book a 30-minute demo. We'll put your reqs and your volume on the board, and show you exactly where the hours come back — and exactly where the judgment goes back to your team.