Fill roles faster by grouping candidates before your recruiters review them.
Let an AI-assisted system check CV content and screening responses against the role’s stated requirements, then group candidates by whether they appear to meet those requirements. Your recruiters review the results and make every final call.
—— THE COST OF MANUAL SCREENING
The work looks fine from the outside.
From the inside, it’s a lot of hours on things a computer can pre-sort.
Every CV gets opened, read, and judged by a person
Licence, availability, location, shift preference — instead of reviewing candidates who actually cleared them.
Recruiters chase details that were already asked for
Even the ones that were never going to pass a basic requirement.
Screening speed sets how fast a role gets filled
Good candidates can be lost to a faster-moving competitor while yours sits in a queue.
None of this shows up as one big problem
It shows up as a recruiter’s week being fuller than it should be.
—— ALREADY PROVEN
This started with a real labour-hire workflow, not a theoretical AI use case.
“8020Green has enabled us to screen candidates faster, get the candidates we really want much quicker, and therefore we’re able to fill our job orders faster. Initially, I wasn’t sure how much time would be saved, but now we estimate that we’re probably saving at least 20 hours a week in screening time. If you’re looking for someone to help you with your business processes, I’d highly recommend 8020Green.”
—— THE COST OF MANUAL SCREENING
AI groups candidates. Your recruiters decide.
This is the actual sequence running in production today for a labour-hire client — not a concept. Rule-based checks and AI review handle the volume; a human recruiter makes every final call, and every decision is written back to the recruitment platform for a full audit trail.
01 — Candidate applies and completes a short screening questionnaire
Licence, transport, availability, shift preference — whatever the role actually needs to know.
Automatic
02 — Rule-based check against the role's stated requirements
Fast, consistent, and identical every time — no fatigue, no inconsistency between recruiters.
Automatic
03 — AI reads the CV against the role's written criteria
CVs are free text — a keyword filter can't judge context. The AI reads for it, and groups any ambiguous case as appearing to meet the requirements rather than guessing a candidate out.
AI- Assisted
04 — Candidates are grouped by whether they appear to meet the role's requirements
Based on the information they've provided — their CV and questionnaire responses.
AI- Assisted
05 — A human recruiter reviews the groupings and decides
The system's role ends at grouping. Every progression, non-progression, and hiring decision stays with your team.
Human Decision
Why grouping, not automatic rejection?
We group candidates rather than automatically rejecting them because recruitment decisions should stay with the organisation that owns the role, the criteria, and the legal responsibility for the hiring process. The system gives your recruiters a faster, more consistent first-pass view of who appears to meet the stated requirements — while every progression and non-progression decision stays in human hands.
—— BUILT FROM A PROVEN STARTING POINT, ADAPTED TO YOUR WORKFLOW
Every labour-hire business has its own mix of roles, checks, platforms, and recruiter judgement — we don't assume yours works the same way as the workflow we've already built.
We start from a workflow already proven in labour hire: fast, consistent first-pass grouping using CV content and screening responses.
From there, we map your roles, systems, and criteria to identify what can be automated safely and usefully — which may include:
Licence or registration checks
Working-with-children or police-check handling
Vaccination or other compliance evidence
Document checks
Platform-specific workflow and review points
8020Green also works outside labour hire with clients operating in compliance-heavy environments, where process control and careful handling of information matter. That experience informs how we approach candidate-processing workflows.
—— YOUR DATA STAYS YOURS
We work with the recruitment information and platform you already use. 8020Green does not keep candidate data. Where AI assessment requires a temporary processing copy of candidate information, that copy is used only for the agreed assessment and deleted afterward. Any grouping results, notes, or history you want to retain stay in your platform or server environment — not on 8020Green's systems.
Candidate processing sits inside a live privacy, employment-law, and discrimination-risk environment. Our approach is built around role-related criteria, human review, temporary processing only, and no ongoing candidate-data retention by 8020Green — designed with Australia's incoming automated-decision transparency expectations in mind, while keeping every hiring decision with your recruiters.
From 10 December 2026, Australian privacy law introduces additional privacy-policy transparency obligations for certain automated-decision-making uses of personal information.
Tell us how your team screens candidates today
15 minutes, no pitch deck. We're speaking with a small number of labour-hire businesses to understand whether
the same workflow pressure exists in their recruitment process — and we won't assume your process is the same as the one we've already built for.