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AI Recruitment Funnel and Candidate Assessment System

Before you hire, see how they handle the work.

We build a hiring process around your role: clear criteria, an application journey and two practical task sets. AI assesses the submissions, so you go into interviews with real work to discuss. You make the hiring decision.

Book a free strategy callSee how it works
Kong Ming presents a work sample portfolio beside agreed role criteria while a human reviewer considers the evidence.
  • Job adApplicants come in like leads
  • AI chatAnswers every applicant
  • Task setsAI marks the work
  • Role criteria: criteria for your role
  • Two task sets: practical, role-specific
  • You decide: who to hire
Would this help your business? Explore its potential value.

See the funnel we use to hire our own team: the AI chat, the daily check-ins, AI-reviewed tasks and the automatic WhatsApp updates.

A good CV still leaves a lot to guess.

You know where someone has worked. You still have little evidence of how they handle a customer, follow instructions or finish the job you need done.

Why this matters

You keep hiring on gut feel from a pile of resumes, paying for the same mistake again and again. Every bad hire costs months of salary, the customers they lost, and the time you spent covering for them.

The familiar problem

The usual way

Read the CV → Pleasant interview → Find out on the job

Every applicant who looks good on paper gets your time. A wrong hire costs months of salary, lost customers and the hours you spend covering for them.

What we put in place

With the HR Funnel

Agree what matters → Review completed tasks → Ask about the work

Your time goes only to people who already did the work.

Hire the way you market.

Applicants arrive like leads, prove themselves on tasks tied to the role, and only a ranked shortlist reaches your interview.

  1. Step 1Agree the criteriaIn a Hiring DNA session we study your best employee and turn what makes them good into written criteria you can check.You and your best employee
  2. Step 2Attract applicantsWe build the recruitment page and application flow, and hand you reference ads and a script. You film once.We build, you film
  3. Step 3Test the workTwo task sets: one for attitude and consistency, one for the real skills of the role. AI marks every submission against your criteria.AI marks, the shortlist ranks itself
  4. Step 4Interview and decideYou meet three to five people who already showed the behaviour, with our interview guide. You make the call.You decide
Read the full approach

We hire the way you market: applicants attracted like leads, tested on real behaviour with AI-marked tasks before you ever meet them, and only a ranked shortlist of proven people reaching the interview. The machine stays yours to rerun.

01Chapter

Turn “we need someone good” into criteria you can check.

We work with you and your strongest employees to identify the behaviours and skills the role needs. Together, we turn those observations into written criteria for the tasks and interview.

You agree what the role needs before applications are assessed.

What does good work look like?

  1. Your best work
  2. Job behaviours
  3. Agreed criteria
Kong Ming coaches two team members beside a checklist.

Workflow illustration

Example: ask the right question before giving a quote.

See the setup behind this: Turn “we need someone good” into criteria you can check.

Where do winning hires even come from?

Your best employee is the blueprint. Nobody has ever written it down.

1. The Hiring DNA session

We sit with you and reverse-engineer your best employee: the behaviors, the habits, the standards that make them your best. That becomes your testable hiring criteria, in writing, fully customised to your role.

You finally know exactly what you are hiring for. On paper. Forever.

02Chapter

Give applicants a clear route from the ad to applying.

We build the recruitment page, application flow and follow-up. You get ad references and a script to film from, while the AI handles candidate questions and interview arrangements within the agreed setup.

The page, message and follow-up all lead into the same hiring process.

Show applicants their next step.

  1. Recruitment message
  2. Application flow
  3. Candidate follow-up
Kong Ming wears a headset and holds a notebook for a helpful customer conversation.

Workflow illustration

Example: answer a role question, then guide the person to apply.

See the setup behind this: Give applicants a clear route from the ad to applying.

How do we attract them?

Great candidates respond to great funnels, exactly like customers do.

2. The full funnel, built for you

A landing page that makes the right people want this job, the application flow, and the automation behind it: done for you, live, receiving applicants. Small ad budgets work, because precise targeting reaches exactly the people you would hire, not the whole country.

Applicants arrive like leads. Because now they are.

Do you have winning ads? I cannot shoot videos.

You do not need to be creative. You need a reference that works.

3. Winning ad references, plus your script, written

We hand you reference ads that work and write your script. You just shoot from the reference: one short session, done.

One afternoon of filming. A hiring asset that runs and runs.

03Chapter

Bring completed work into the interview.

Two task sets cover how applicants approach work and the skills your role needs. AI assesses submissions against your criteria and prepares a ranked shortlist. You review the work, use the interview guide and decide whom to hire.

An assessment informs your interview. It does not replace your judgement.

See the work before you decide.

  1. Two task sets
  2. AI assessment
  3. Your interview
Kong Ming welcomes two team members while holding an assessment clipboard.

Workflow illustration

Example: review a submitted task, then ask why they chose that approach.

See the setup behind this: Bring completed work into the interview.

How do we filter without eating my time?

The right candidates prove themselves before you spend one minute on them.

4. Two custom task sets that test behavior, not claims

Task set one tests attitude, consistency, discipline and grit. Task set two tests real on-the-job skills for your exact role. Small incentives per completed set keep the good ones going, and the ones who quit have filtered themselves out.

Your time goes only to people who already did the work.

So what do I actually do?

A tireless examiner grades every applicant. You choose between proven people.

5. AI marking, a ranked shortlist, and the interview playbook

Every task is scored by AI the moment it comes in; the ranking builds itself on your dashboard. You interview three to five candidates who already demonstrated the behavior, with our interview playbook, and hire. And the machine is yours to rerun on every future role, with every applicant saved in your own talent database.

Hiring stops being an emergency. It becomes a system you switch on.

Inside our own hiring

We hire our AI Solution Experts with this funnel.

  1. Apply · Day 0

    The applicant fills in a short form. The AI takes it from there.

    A WhatsApp welcome goes out automatically. The AI answers questions and asks one readiness question on a 0 to 10 scale. A good answer unlocks the Tier 1 brief, sent as a PDF, and the applicant is tagged.

    No HR reply needed.

    Real product screen

    ABC Sales AI inbox: the AI asks the readiness question, sends the Tier 1 PDF and tags the applicant
    Brief sent by itself

  2. Tier 1 · Days 1 to 7

    Seven days of check-ins test consistency.

    Applicants message the AI at 10am and 6pm each day about what they learned. Every check-in is logged to a sheet with its time, marked on time or late, and counted to 14. Pass or fail messages go out by themselves.

    Tests discipline before you meet anyone.

    Real product screen

    The AI confirms a daily check-in and records it automatically
    Check-in logged automatically

  3. Tier 1 tasks · After day 7

    A short video, a CV and a work sample, reviewed by AI first.

    Each file has rules: an exact file name, a video under 90 seconds, a CV under two pages. AI checks the rules and scores the content. The reviewers get the AI report by email and vote with one click.

    AI does the first read, people make the call.

    Real product screen

    Email with the AI assessment of an applicant video, a scoring table and Yes or No buttons
    AI scores the video for you

  4. Decision · Within 2 working days

    Three yes votes pass. The result lands in one sheet.

    Five reviewers vote. Once the video, CV and work sample all show Passed, the applicant gets the next invite with no one sending it.

    Everyone sees the same status.

    Real product screen

    Voting page: who is voting, with one button per reviewer
    One click to vote

    Real product screen

    Results sheet: resume, video and Tier 1 all marked Passed

  5. Tier 2 · 5 days

    A skills task for the role.

    The pass message and the Tier 2 brief go out automatically. For our role, it is a real technical challenge plus two short videos, also analysed by AI. Your task sets are designed around your role.

    Only Tier 1 passes get here.

    Real product screen

    WhatsApp pass message and the Tier 2 brief sent as a PDF
    Tier 2 brief, sent by itself

  6. Interview · Final stage

    The interviewer is told. The applicant gets the slot and the link.

    Applicants who pass both tiers send three times that suit them. The interviewer gets a WhatsApp request with the details, and the confirmed slot and meeting link go back to the applicant.

    You only meet people who passed both tiers.

    Real product screen

    WhatsApp interview request to the interviewer and confirmation to the applicant
    Interviewer reminded

Illustrative example

What could a useful hiring task look like?

You are hiring someone to handle customer enquiries. Give them a situation they would actually face in the role.

A worked example to explain the setup, not a customer result or a product screenshot.

Role criterion
Clarify what the customer needs and propose a useful next step.
Practical task
Write a reply to a sample enquiry where the customer has not explained their requirements.
Assessment to review
The reply asks about the need and proposes a call, but does not check availability. The interviewer can ask the applicant how they would follow up.

Worked example

The task gives you something specific to discuss, rather than a score to accept without review.

A hiring process you can use again.

The agreed build includes the criteria, application flow, task sets, AI marking and interview guide. Ad spend and candidate incentives are separate budgets agreed with you before launch.

What you get

  • Written criteria and two role-specific task sets
  • An application flow with AI assessment and follow-up
  • Your talent database and a reusable interview process

What we need from you

time with you and your best employee, one short filming session from our reference, prompt approvals, and the hiring decision maker at the working meetings.

Timeline:

typically live within weeks of kickoff; applications start when your ads go live.

Not included:

ad spend and candidate incentive budgets (yours, agreed before launch). Not included on any system: WhatsApp, LINE or other messaging fees and credits, ad spend and ad management, and your other apps' subscriptions or API fees.

What is included
  • The Hiring DNA session and your written criteria
  • The landing page and the full application funnel, hosted by us: the AI reads every resume and video, answers candidates' questions, books the interviews and follows up
  • Two behavioural task sets that test what people do, not what they claim
  • The ad references and scripts
  • AI marking with a dashboard, the ranked shortlist and the incentive flow
  • The interview playbook, and permanent rerun rights

What you get

  • Applicants who arrive like leads, not like resumes
  • A ranked shortlist of people who already proved they can do the work
  • Interviews only with proven people
  • A hiring machine you rerun every time a role opens

By yourself

Write the criteria, build the landing page, write the ads, design two task sets, mark every submission yourself, and interview everyone who looks good on paper.

With us

Time with you and your best employee, one short filming session from our reference, prompt approvals, and the hiring decision maker at the working meetings.

How we deliver it

Every install is the deployment of an AI system into your business, delivered as a service. In the categories IRAS uses for qualifying AI business services, the work is:

Consultancy and strategy
The business expert work above: the mapping, the definitions, the copy and the working sessions.
System development
The AI and system configuration above: the AI Employee, AI Manager and platform capability switched on and wired to your business.
Data and analytics
The data mapping and checks, plus any reports, briefs or alerts included in the agreed scope.
System-related training
Handover and training so your team runs it without us.
Already on ABC Sales AI?

Guided Launch set up one workflow with you, a first version built to get your first win, so what you already have depends on the one you chose. Typically:

Onboarding gave you

nothing that touches hiring.

This adds

Interview only serious, proven people, and get back to every applicant fast: the role designed with you (what an A player is here, who to avoid), a landing page and automation hosted by us with nothing else to subscribe to, the AI reading every resume and video, answering candidates' questions and booking the interviews, a ranked shortlist, interviews only with proven people, and a hiring machine you rerun every time a role opens.

Agree the work before you decide.

Your consultant agrees the outcomes, scope and delivery checks with you, explains the investment, and provides a quote for your business.

And unlike a recruitment agency that charges you again for every placement, this machine you own.

Book a free strategy call

Runs on your ABC Sales AI platform subscription. If you came through Guided Launch, you already have it.

We review your booking tools, POS, payment system and customer records during discovery. Your proposal identifies the connections we can build, the access they need and how we will test the agreed workflow.

We are a Singapore company. Can we claim this under the EIS 400% AI tax deduction?

Singapore company? Install work like this is generally the kind of AI spend the EIS 400% deduction covers for YA2027 and YA2028: up to about 51 cents of extra tax saving per dollar over a normal deduction, at the 17% headline rate. No pre-approval: when the work is completed and accepted we send the claim documents, and your accountant adds it to your normal return. Forward our accountant page, and confirm your own eligibility with your tax advisor.

Built and run with you until the right people come through

We design the role with you, build and run the funnel, and keep reworking it until the right people come through. The machine stays yours.

Our commitment and what you keep

Before we start, we agree in writing what a successful hire means for your role: the standard and the timeframe. Then we build and run the funnel together, and we do not stop at the first batch: if the shortlist is thin, we rework the ad, the audience and the tasks until the right people come through. We do not promise a hire by a date, because that depends on your role and your market. What is yours stays in your hands: the role you are hiring for, what an A player means in it, and the ads that bring the applicants. We bring the expertise, surface it with you, propose the criteria and build everything behind the ad. You decide. Everything we build stays yours:

  • Your Hiring DNA: the written criteria extracted from your best employee
  • The landing page and the complete funnel
  • Both behavioral task sets, custom to your role
  • The winning ad references and your written scripts
  • The AI marking and scoring system, configured
  • Every applicant captured: your own talent database, forever

Whatever the market does, you own a complete hiring machine and the clearest picture you have ever had of what makes your best people your best. Best case: you never hire by resume-and-pray again.

Honest fit check

Perfect for:

  • Roles you hire again and again: teachers, chefs, baristas, consultants, marketers, frontline sales
  • Businesses where hiring is part of the business itself
  • Owners tired of paying agencies per placement and owning nothing

Not built for:

  • A one-off senior executive search: that needs a custom design. Ask us, honestly.
  • Roles you will only ever fill once

Quick answers

Can I customise my hiring criteria?

Entirely. That is the Hiring DNA session: the criteria are built with you, from your best people and your standards. Nothing is off the shelf.

When do I see results?

Applications start once the funnel is built and your ads go live. The AI scores candidates continuously, so your shortlist builds itself; how fast it fills depends on your role and market.

How much do I have to spend on ads?

You can start small. Precise targeting reaches exactly the people you would hire. We size the budget together during the criteria session.

Will candidates really do tasks just to apply?

The right ones do, especially with a small incentive per completed set. The ones who drop out just saved you an interview.

What counts as a successful hire?

We define it together, in writing, before anything starts: the role, the standard, the timeframe. That way both sides know what we are working toward.

We are a Singapore company. Can we claim this under the EIS 400% AI tax deduction?

Often, yes. For YA2027 and YA2028 the EIS gives a 400% tax deduction on up to S$50,000 of qualifying AI spend per year of assessment. IRAS's examples of qualifying AI business services include system development, consultancy and strategy, data and analytics, and system-related training. At the 17% headline rate that is up to about 51 cents of extra tax saving per dollar compared with a normal deduction; your actual saving depends on your tax position. Grant-funded amounts and non-AI items such as messaging fees do not qualify, and mixed packages are split. There is no application and no pre-approval: you claim it in the tax return you already file. Our part is to make it effortless. When the install is completed and accepted, we send the necessary documentation, itemised under this system's title, and we work with your accountant on anything else the claim needs from our side. Whether your company qualifies depends on your own situation, so confirm with your tax advisor.

ABC Sales AI · abcsales.ai · Every install is scoped to your business and quoted by your consultant. Outcomes depend on your market, offer and execution; what we commit to is the work, not the result. You are responsible for the content you send; campaigns are vetted against your industry's rules before launch. ABC Sales AI is not a tax advisor; any Singapore EIS treatment is for your tax advisor and IRAS to confirm.

Which role do you keep struggling to fill?

Bring that role to a strategy call. We can discuss what good work looks like, what a useful task would test and whether this hiring process fits your business.

Book a free strategy callOr talk to a consultant on WhatsApp