Most hiring software solves one part of the process well and leaves everything else to you. Your ATS stores applications. Your calendar tool handles scheduling. Your email client handles communication. Your spreadsheet handles feedback. And somewhere in the middle of all of this, a recruiter spends their day moving information between systems that don't talk to each other.
Brydg is built around a different premise: the entire hiring workflow, from the moment a role is approved to the moment a candidate signs, should run inside a single system — and AI should handle every step that doesn't require human judgment. Here's exactly how that works.
Stage 1: Role creation
A hiring manager creates a new role in Brydg. They provide the job title, department, key responsibilities, and required experience level. Brydg's AI drafts a job description optimised for both search visibility and candidate quality — not just keyword density, but accurate signal about what the role actually involves.
The hiring manager reviews and approves. The role is published to configured job boards automatically. The process starts.
Stage 2: Resume screening
As applications come in, Brydg's AI reviews each resume against the role criteria — not keyword matching, but semantic evaluation of relevant experience, scope, trajectory, and skill alignment. Each resume receives a score and a rationale. The recruiter sees a ranked list with explanations, updated in real time as applications arrive.
When the application window closes, the recruiter reviews the top-ranked candidates and confirms who moves to the interview stage. This typically takes 15–20 minutes regardless of application volume.
Stage 3: AI-conducted first interviews
Shortlisted candidates receive an invitation to complete a first-round interview with Brydg's AI interviewer via Google Meet. They can schedule this at any time — early morning, late evening, weekend — based on their availability. No recruiter scheduling required.
The AI interviewer conducts a structured conversation: role-specific questions, behavioural probes, and situational scenarios. The interview lasts 20–35 minutes depending on the role level. Everything is recorded, transcribed, and scored automatically.
Every candidate gets the same interview experience: the same questions, the same follow-ups, the same evaluation criteria. No good days, no bad days, no interviewer bias.
Stage 4: Ranked shortlist with interview summaries
Once first-round interviews are complete, the hiring manager receives a ranked shortlist. For each candidate, they see: an overall score, a breakdown by evaluation criteria, a summary of the interview, and the full transcript for reference. They can listen to any section of the recording directly from the platform.
The hiring manager selects candidates for the human interview stage — typically the top three to five. These are the conversations that benefit from human judgment: culture fit, leadership presence, strategic thinking, team dynamics. Brydg handles everything before this point. Humans handle this.
Stage 5: Human interviews, coordinated by Brydg
Brydg coordinates the scheduling for human interview rounds: candidate availability, interviewer calendars, room booking or video link creation. Interviewers receive a briefing pack — the AI summary, the evaluation criteria, and suggested discussion areas — so they walk in informed.
After each interview, interviewers submit structured feedback through Brydg. The platform aggregates scores, flags disagreements, and surfaces the consensus view for the hiring manager.
Stage 6: Offer management
The hiring manager selects a candidate and initiates the offer process inside Brydg. They enter the offer details — compensation, start date, terms — and the platform generates a professional offer letter. Approval routing is handled within the platform: the right people are notified in sequence, and sign-off is tracked.
Once approved, the offer is sent to the candidate digitally. Acceptance is tracked in Brydg. The pipeline closes. The hire is recorded.
What this means for your team
The Brydg workflow doesn't reduce the quality of your hiring decisions. It reduces the administrative overhead that surrounds them. The human conversations that happen in stage 5 are better because the people in the room have better information. The decisions made at the offer stage are more confident because the process that led to them was more rigorous.
A workflow that previously took 42 days and required constant recruiter coordination can run in 12–18 days with a fraction of the manual effort. The saving isn't in the quality of the hire. It's in everything that isn't the hire.