NDA
AI-Powered Recruitment Admin Automation NDA
AI-Powered Recruitment Automation for Affiliate Marketing
A four-module AI layer that took a high-velocity affiliate marketing recruiting team from manual notes and ad hoc sourcing to standardised briefs, evaluations and branded assets, live in four weeks.
Key results
- Kick-off briefs in under 5 minutes
- 4 AI modules live in 4 weeks
- Standardised scoring across every recruiter
Project Overview
An in-house recruiting team hiring 15 to 40 roles at once — affiliate managers, media buyers, performance marketers, ad ops, tech — was running on manual notes, recruiter-by-recruiter judgment and hand-built LinkedIn searches. Kick-off meetings turned into hours of reformatting, candidate scoring varied depending on who was in the room, and every banner or job post got rebuilt from scratch. SIDIS integrated a four-module AI layer directly into the client's existing stack, automating intake, evaluation, sourcing and branding while keeping every hiring decision with the recruiter.
Solutions
Workflow Automation, AI Implementation
Departments
HR, Recruitment
Industrys
Affiliate Marketing, HR & Recruiting
Location
Central & Eastern Europe (Remote-first)
Cooperation period
4 weeks
Services used
Challenges to Resolve
Kick-Off Notes Eating Recruiter Time
Every hiring manager meeting produced hours of notes that had to be manually reformatted into a usable brief. That admin work, repeated for every one of 15 to 40 open roles, delayed vacancy launches and ate into time recruiters should have spent on candidates.
Inconsistent Candidate Evaluation
Scoring depended on whichever recruiter ran the interview, with no shared competency baseline across affiliate managers, media buyers, performance marketers and tech roles. That made hire quality hard to predict and candidates hard to compare.
Manual Sourcing Capping Pipeline Size
Sourcing meant searching LinkedIn by hand and adding each profile to the ATS one at a time. That kept talent pools small and time-to-shortlist slow, no matter how many roles were open at once.
Branding Overhead and Patchy ATS Data
Every banner and job post was rebuilt from scratch per campaign, and profiles landed in the ATS ad hoc — often incomplete or duplicated — which made pipeline reporting unreliable.
Tech Stack Used
A lean, modular stack connects four purpose-built AI modules into the client's existing recruiting workflow.
The Solution
Four AI modules, one hiring workflow
SIDIS designed and integrated a four-module AI automation layer directly into the client's existing recruiting stack. Each module covers a distinct stage of the hiring workflow, while every hiring decision still sits with the recruiter.
- Kick-off form processing — the AI analyses the recorded hiring-manager conversation, extracts the business need, and auto-populates a vacancy brief with must-have vs. nice-to-have criteria and seniority signals. What used to take hours now takes under 5 minutes, and the brief looks the same no matter who ran the intake.
- Structured interview evaluation — the AI reads the kick-off form for that role, then turns the recruiter's interview notes into a standardised competency assessment with a risk section and strengths summary, comparable across every candidate and recruiter.
- Automated AI sourcer — reads the completed kick-off form and runs searches across LinkedIn and other channels, writing matching profiles into the ATS with a role-fit score and profile summary. The recruiter reviews and approves the pool before any outreach goes out.
- AI banner & job post constructor — turns a role title, key hooks and target audience into on-brand recruitment visuals, so affiliate, media buyer and tech campaigns all look consistent without a designer.
Every module sticks to deterministic, bounded outputs rather than open-ended generation, and every AI result passes through a human review gate before it reaches a candidate or the market.
Why It Matters
Within four weeks, the admin load that used to sit on every recruiter's desk moved into the platform — and the parts that still need a human got easier to do well.
5-Minute Briefs, Every Time
What took hours of reformatting now lands as a consistent, ready-to-use brief in under 5 minutes, regardless of which recruiter ran the intake.
One Scoring Standard Across Every Role
Evaluations follow the same structure for every candidate and recruiter, so comparisons across affiliate, media buyer and tech roles actually mean something.
Qualified Pools Before Anyone Opens LinkedIn
The sourcer builds the shortlist automatically; recruiters spend their time on conversations, not searches.
On-Brand Assets Without a Designer
Banners and job posts come out consistent across every vertical, with no per-post design cycle.
"We were hiring across five different role types at once and every recruiter scored candidates differently. Now every brief, every evaluation and every job post comes out the same way, no matter who's running the process."
Head of Talent Acquisition
Affiliate Marketing Company, Central & Eastern Europe (NDA)
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