From hiring brief to video-screened shortlist.
Casey creates and distributes the role, interviews applicants on video, organizes the evidence, and coordinates the next step. Your team makes every hiring decision.
$1 per completed video applicant · No subscription · No placement fee
Casey
Working on · Customer Support Specialist
Hiring pipeline
One brief. One review queue.
Role ready
Brief approved
Applicants
Collected in one queue
Video screen
Same criteria for everyone
Shortlist
Evidence ready to review
Your next action: review the shortlist
The work between “we’re hiring” and “let’s meet”
Your team should make decisions, not chase tasks.
Most hiring time disappears before the real interview begins. Casey takes ownership of that repeatable first stage and brings your team the evidence.
Writing and reposting the same role
Opening every resume before knowing the person
Repeating first-round questions on screening calls
Chasing availability after finding a strong applicant
What your AI recruiting agent does
A defined recruiting workflow, not another dashboard to operate.
Each stage starts with a clear input from you and ends with a usable output from Casey.
Create the role
Turns your brief into a clear job listing
You provide: You provide the role, must-haves, location, and compensation.
Casey delivers: You receive a polished listing and screening plan to approve.
Reach applicants
Distributes the role and collects applications
You provide: You approve the role and where you want to hire.
Casey delivers: Applicants arrive in one review queue instead of scattered inboxes.
Run first rounds
Asks role-specific questions on video
You provide: You set the skills, experience, and priorities that matter.
Casey delivers: Each applicant provides comparable recorded answers on their own time.
Organize evidence
Summarizes answers and prepares a shortlist
You provide: Casey applies the approved criteria to every completed screening.
Casey delivers: You receive videos, notes, and a ranked queue for human review.
Coordinate interviews
Moves selected applicants to the next conversation
You provide: Your team chooses who should advance.
Casey delivers: Casey coordinates invitations, reminders, and interview times.
Prepare the handoff
Organizes the details for your final step
You provide: You confirm the selected person and agreed terms.
Casey delivers: The hiring information is prepared for your review and approval.
How it works
Casey executes. You set the bar.
Automation handles the repeated work. Requirements, exceptions, advancement, and the final hire stay with your team.
- 01 · Brief
Tell Casey who you need
Describe the role, location, must-have experience, compensation, and the signals that matter to your team.
You set the criteria
- 02 · Screen
Casey runs a consistent first round
Applicants answer the approved questions on video. Every response is captured and organized against the same role requirements.
Casey executes
- 03 · Review
See the evidence, not just a score
Review the original answers, concise notes, relevant skills, and recommendation together in one decision-ready queue.
You review the evidence
- 04 · Advance
Choose who moves forward
Your team makes the decision. Casey coordinates the next interview and prepares the hiring details for approval.
You stay in control
The deliverable
Open a shortlist. See why each person is there.
Casey does not hide the decision behind a score. Your team can review the applicant, their recorded answer, the relevant evidence, and the recommendation together.
- Original video answers
- Role-specific skills and experience
- Concise screening notes
- A consistent recommendation for human review
Sample applicant
Customer Support Specialist
Valentina R.
Medellín, Colombia · Fluent English
Recommended for review
Based on your approved criteria
Interview question
“Tell us how you would handle an upset customer whose issue cannot be resolved immediately.”
Casey’s notes
Gives a clear de-escalation sequence, sets expectations, and explains the follow-up rather than promising an immediate fix.
Communication
Strong evidence
Role experience
Relevant
What changes for your hiring team
Fewer screening calls
Start live conversations after you have seen how applicants answer.
Consistent first rounds
Every completed applicant responds to the same approved criteria.
Evidence in one place
Compare videos, notes, and role signals without rebuilding context.
A cleaner handoff
Move your selected candidates into the next step without calendar chasing.
Human control by design
Casey recommends. Your team decides.
The agent handles repeatable work and presents the evidence. It does not independently hire, reject on your behalf, or replace your judgment.
Criteria
You define and approve what the screening should evaluate.
Evidence
You can inspect the applicant’s original recorded responses.
Exceptions
Unclear or unusual cases return to your team for judgment.
Decision
Only your team advances candidates and makes the final hire.
A different operating model
An agent that does the first-round work—not software that records it.
| Workflow | Casey | Traditional recruiting stack |
|---|---|---|
| Starting a search | Give Casey one hiring brief | Configure workflows and move between tools |
| First-round review | Structured video answers from every completed applicant | Resume review followed by manual screening calls |
| Decision support | Video evidence, notes, and criteria in one queue | Records and feedback spread across systems |
| Next steps | Selected applicants move into coordinated interviews | Your team sends follow-ups and finds times |
| Final authority | Your team approves every advancement and hire | Your team owns every decision and task |
| Pricing | $1 per completed video applicant | Subscriptions, seats, job-board fees, or agency fees |
Questions hiring teams ask
AI recruiting agent FAQ
Is Casey an ATS or a chatbot?+
Neither. An ATS stores and tracks applicants, while a chatbot waits for prompts. Casey runs a defined recruiting workflow: preparing the role, distributing it, screening applicants on video, organizing the evidence, and coordinating next steps.
Does the AI make the hiring decision?+
No. Casey organizes evidence and recommends a shortlist. Your team reviews the video answers, notes, and match criteria, then decides who advances and who is hired.
How are applicants evaluated?+
The screening is built around the role requirements and questions you approve. Casey records each answer, summarizes relevant evidence, and applies the same review structure to every applicant so your team can compare them consistently.
What does the candidate experience look like?+
Applicants complete a structured video screening when it suits them. They answer role-specific questions, and their responses are presented to your team with notes and the original video evidence.
What kinds of roles can I recruit for?+
Turrior supports remote roles across functions including sales, support, operations, finance, and technology. The questions and evaluation criteria are adapted to the requirements you provide for each role.
What happens if no applicant is a fit?+
You are not required to advance anyone. Your team can refine the role or screening priorities and continue reviewing new applicants instead of lowering the hiring bar.
How much does it cost?+
Turrior charges $1 per completed video applicant, with no subscription or placement fee. Your first 20 video applicants are free.
Give Casey one role to work on
See your next applicants before you buy recruiting software.
Your first 20 video applicants are free. After that, pay $1 for each completed video applicant—with no subscription or placement fee.