Good morning, Laura
- Active processes34
- Candidates1.842
- In progress126
- Interviews today18
- Pending shortlists7
- Follow-ups23
Technology for recruitment · headhunting · executive search
Custom software and AI for recruitment firms
Less time searching for information. More time finding the right person.
We design internal tools, automations, websites and AI systems adapted to how your recruitment team actually works.
- Roles
- Candidates
- Clients
- CVs
- Interviews
- Follow-up
- Without forcing you to bend your process to another generic ATS.
- We can improve what you already use or build exactly the pieces you’re missing.
New CV
antonio_garcia_cv.pdf
8 years · SaaS B2B · Sales · Madrid · 3 matching roles
Marta López
“Tomorrow at 17:00.” → Head of Marketing · interview confirmed
Client · ACME
New requirement: marketplaces → update briefing
Interview
45 min · summary ready
Strengths · concerns · salary · availability → profile
Your asset isn’t only your candidate database.
It’s all the knowledge your team has built about them: CVs, interviews, notes, emails, searches, relationships and past processes.
A recruitment firm can have an ATS and still do too much manual work.
CVs
Thousands of documents someone has to read and structure.
Search
Finding the right candidates inside years of past processes.
Email and WhatsApp
Clients, candidates, interviews and feedback spread across threads.
Notes
Valuable information in free-text fields or outside the system.
Clients
Briefings that evolve during the process.
Follow-up
Reminders that depend on the team’s memory.
A recruiter should spend their time understanding people. Not copying information between tools.
If your ATS works well, it can stay.
Digitup builds the intelligence layer around it: search, automations, WhatsApp, email, interviews, dashboards, portals and specialised tools.
Recruitment Intelligence Layer
- Current ATS
- Calendar
- Drive
- Video calls
- CRM
01 / Custom software
A system designed around your recruitment process
Full platform or intelligent layer. Only what you need.
Recruitment OS
- Clients
- Roles
- Candidates
- Processes
- Interviews
- Shortlists
- CVs
- Communication
- IA
- Analytics
02 / Roles
Everything your team needs to work a role
Head of Sales · ACME
Must: SaaS B2B · aligned OTE · English C1
Smart briefing
Turn a client meeting into a structured search: profile, must/nice, location, compensation and risks — the recruiter reviews and creates the search.
Capture
Audio, notes or client email.
Structure
AI proposes requirements and priorities.
Impact
If the briefing changes, the system shows who still fits and who loses relevance.
03 / Candidates
A CV is only a small part of the candidate
Experience, languages, compensation, availability, past processes, interviews, notes, communication and documents — in a single view.
Marta López
CV Intelligence
Turn thousands of CVs into information you can actually search: name, location, companies, roles, skills and languages — with human review before saving.
Parser
PDF → structured data.
Review
The recruiter confirms or corrects.
Living database
Someone who didn’t fit two years ago may be perfect today.
04 / AI Search
Search candidates the way you’d talk to another recruiter
On context, not just keywords. AI shortens the list; the recruiter chooses who to meet.
Who are you looking for?
“Industryl CFO, Madrid, Big Four, English, international teams, PE-backed experience”
Not an automatic score that decides. A tool that organises; the team decides.
Marta López
- Experience11 years
- IndustrySaaS B2B
- LocationMadrid
- Availability30 days
Carlos Ruiz
- Experience14 years
- IndustrySaaS · Marketplace
- LocationMadrid Hybrid
- Availabilityimmediate
Elena Vidal
- Experience16 years
- IndustryEnterprise
- LocationBarcelona
- Availability60 days
You already know your next candidate.
They may simply be hidden among 20,000 CVs.
20.000
Candidates in your database
“Industryl CFO, Madrid, Big Four, English, international teams”
184
After the first search
28
+ PE-backed experience
8
+ previously interviewed · people to review
This is what your database should be able to do.
05 / WhatsApp
If candidates already reply on WhatsApp, the conversation can be part of the process.
AI to handle the repetitive. People to build the relationship.
Coordination
Interviews, reminders and documentation.
Follow-up
Updates without relying on memory.
Human takeover
The recruiter steps in when they add value.
Marta López
“Yes, tomorrow at 17:00 works perfectly.”
Candidate identified · Head of Marketing · interview confirmed
Assistant
“Perfect, Marta. I’ll send you the video call link.”
Laura has joined · “Thanks. See you tomorrow.”
06 / Communication
An inbox to know who needs attention
The system can understand which process each message is about before anyone classifies it.
- WAMarta López
Confirms interview · Head of Marketing
- EMClient ACME
New requirement in briefing
- CVantonio_garcia_cv.pdf
3 matching roles
- ALNo reply
5 candidates for more than 72 h
07 / Interviews
An interview generates far more knowledge than a three-line note
- 01
Capture
Audio or transcript.
- 02
Summary
Career path, motivations, strengths.
- 03
Structure
Expectations, availability, concerns.
- 04
Review
The recruiter confirms.
- 05
Profile
It’s added to the candidate 360º.
- 06
Shortlist
Ready to present to the client.
Shortlist builder
From your assessment to a clear presentation: summary, motivation, strengths and points to validate.
Client portal
Review candidates without getting lost in emails. Client feedback that feeds back into the process.
Pipeline
Sourcing → Contacted → Interested → Interview → Shortlist → Client → Offer → Hired.
Automations
Changing stage triggers email, calendar, reminders and feedback requests.
08 / Clients
The full relationship with each client
So knowledge doesn’t depend only on the recruiter who owns the account.
ACME · Technology
Ask: historical ranges · profiles they reject · recurring feedback
Talent pools
Historical database turned into communities: CFOs, Sales Directors, PMs, Legal…
Reactivation
People you already know before starting from scratch.
Sales CRM
Lead → meeting → proposal → client. Recruitment also starts before opening a role.
Proposals
Brief → scope, timeline, fee and terms — with team review.
09 / Automation
Follow-up shouldn’t depend on remembering
Day 0
Interview completed.
Day 1
Ask the client for feedback.
Day 3
No reply → reminder.
Day 5
Task for the recruiter.
CV 48 h
Unreviewed → internal notification.
Alerts
Pending feedback · roles with no new candidates · offers about to expire.
10 / Control
Know what’s happening across all processes
Data to find blockers — not vanity metrics.
Active processes
View by role and stage.
Team load
Processes and candidates per recruiter.
Time to shortlist
Where the funnel stalls.
Conversion
By stage, source and client.
Response
Candidate response rate.
Retention
Clients who come back.
11 / Digital presence
A website that sells specialisation, not simply “we find talent”
Live roles, candidate intake and company forms with a better-prepared briefing.
VP Engineering · Scale-up
Assign consultant
- Technical SEO
- JobPosting schema
- Sitemap
- Core Web Vitals
- IndexNow
- llms.txt
- Semantic architecture
- Verticals
12 / Integrations
We don’t want to create another island
Integrate, sync, complement or migrate progressively.
Recruitment OS
- Current ATS
- CRM
- Google Workspace
- Microsoft 365
- Calendar
- Telegram
- Video calls
- Drive
- E-signature
- APIs
Some possibilities
Recruitment OS
Custom internal system.
AI Talent Search
Semantic candidate search.
Candidate 360
All candidate knowledge.
Client 360
History and context for each client.
CV Intelligence
CV reading and structuring.
Interview Copilot
Interview transcription and summary.
WhatsApp Assistant
Hybrid AI + recruiter communication.
AI Inbox
Contextualised email.
Talent Pools
Reusable historical database.
Shortlist Builder
Client presentations.
Client Portal
Feedback and tracking.
Candidate Portal
Processes and documentation.
Workflow Automation
Stages and automatic follow-up.
Recruitment Analytics
Leadership dashboards.
There’s no point rebuilding a tool that already works well.
We build when the process is distinctive, information is fragmented, the ATS limits the team, or your history is underused.
AI to expand the recruiter’s capacity. Not to replace their judgement.
It can structure CVs, search, summarise interviews, compare and draft communications. Who advances, who fits and who gets an offer remains a human decision.
AI prepares
Organises information and cuts noise.
Recruiter decides
Assesses, connects and closes.
Human review
Sensitive operations with oversight.
Authorised sources
Only data the team is allowed to access.
13 / Process
First we want to see how you recruit
We understand
Clients, roles, ATS, sourcing and communication.
We observe
From briefing through to hire.
We spot friction
Manual work, duplication, underused historical database.
We prioritise
What can create the most impact.
We design, build and evolve
Software, AI, integrations and automations.
You don’t need the full platform on day one
- CV Intelligence
- AI Search
- WhatsApp + Email
- Interview Copilot
- Client Portal
- Recruitment OS
Candidate information under control
Permissions
Access by role.
History
Change logging when needed.
Privacy
Each user sees only what they should.
Integrations
Limited access to authorised systems.
We can stay on as your technology team
Infrastructure
Hosting, APIs, backups, monitoring.
Security and AI
Updates, prompts and costs.
Evolution
New features, verticals and workflows.
Imagine tomorrow…
New CV
The system detects 3 matching roles.
Historical search
11 candidates already known for the role.
WhatsApp → calendar
Interview confirmed without copying data.
Interview → summary
Strengths and concerns on the profile.
Briefing changes
Impact on the shortlist visible instantly.
Shortlist ready
A clear presentation for the client.
Feedback in the portal
Feeds straight back into the process.
Leadership sees blockers
Load and timing dashboard.
None of these actions is complex. The problem is having to repeat them across tools every day.
Your database shouldn’t be a historical archive.
It should be one of your greatest assets.
Your next perfect candidate may already be in your system.
The problem is finding them.
You don’t need to arrive with a solution already figured out
Then we decide what’s worth doing: connect, automate, improve or build.
ATS and search
What works and where the team gets stuck.
Interviews and shortlists
How knowledge is captured and presented.
WhatsApp and email
Where the thread gets lost with candidates and clients.
Historical database
How much already-known talent is underused.
Repeated tasks
What the system should remember.
How much candidate knowledge is hard to use today?
We don’t want to sell you another ATS. We want to understand how you recruit and find where software and AI can truly help.
Let’s talk
A process, a tool or an idea. That’s enough to get started.
Or write to us at hola@digitup.es