AI recruiting for IT staffing

Place the right people faster, and know they’re real.

is VSII’s AI-powered recruiting and HR platform. Sourcing, AI matching, candidate integrity checks, interviews, client submittals and pay/bill margin all live in one system. It was built by a company that has staffed IT projects for federal, state and Fortune 500 clients for more than two decades.

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One platformFrom sourced resume to placement

Four layersOf candidate integrity: resume, identity, interview, background

Every marginPay, bill and spread on every placement

Recruiters in controlAI flags, people decide

visionari recruiter analytics dashboard showing placements, bill and pay rates, margin by client and recruiter performance — Recruiter Analytics: placements, pay and bill rates, margin by client and recruiter performance, with the AI Assistant suggesting the next submittal.

Why

Hiring has never moved faster, or been easier to fake.

Hiring technical talent has never moved faster, or been easier to fake. Most staffing desks still stitch their work together across job boards, spreadsheets, inboxes and a generic CRM. That means slower submittals, rate mistakes that erode margin, and candidates who slip through the cracks between stages.

And there’s a newer risk. Gartner predicts that by 2028, one in four candidate profiles worldwide will be fake, and 39% of candidates say they already use AI during the application process. That ranges from AI-written resumes to proxy interviews and deepfake video, especially for remote IT roles. Recruiters need a way to tell the real candidates from the fabricated ones before a client ever sees them.

What it does

, feature by feature.

01 · AI resume screening

Catch AI-written and fabricated resumes before they reach your pipeline.

Every resume sources from job boards or your own archive is screened for signs of AI-generated or fabricated content before it is imported. Recruiters see a clear risk level and the reasons behind it, so they review the doubtful ones first instead of discovering them in front of a client.

Screened at intake: every sourced resume is checked automatically before import.
Reasons, not just a score: for example generic phrasing, a skill list too broad for the years claimed, or unexplained timeline overlaps.
Clean matching by default: likely AI-generated resumes are left out of AI matching, with a one-click override when a recruiter wants them back.
Filter and focus: hide likely AI-generated resumes in the sourcing feed with one click.

visionari sourced resume feed with AI content risk and likely AI-generated flags on individual resumes — Each sourced resume is checked for AI-generated content before import, and risky ones are flagged inline.

02 · AI resume matching

The best-fit candidates for every requisition, ranked and explained.

Pick a requisition, or paste any job description, and ranks your whole candidate pool against it in seconds. Every score is explainable, so recruiters can see exactly why someone ranks where they do and defend the shortlist to the client.

Transparent scoring on skills, rate fit, work authorization and location or remote preference.
Suggested candidates on every requisition, and best-fit open requisitions on every candidate profile.
Match from any job description, including ones a client emails over that aren’t in the system yet.
Rate-aware: matches respect the requisition’s bill-rate range, so margin is protected before the first call.

03 · AI interview screener

Know the person on the video is the person on the resume.

Proxy interviews and deepfakes are now a real risk in remote technical hiring. ’s interview screener checks integrity signals while the interview takes place and gives each interview an integrity score. Interviews with high-risk signals are held for review before the client sees the candidate, and a recruiter always makes the final call.

Identity match: the face on camera is compared with the candidate’s verified ID photo.
Voice consistency: the interview voice is compared with earlier recorded screens.
Lip-sync and timing checks: flags audio that is out of step with the video, and scripted, read-aloud answers.
Environment signals: a second voice in the room, or switching tabs and apps during the interview.
Held, not rejected: risky interviews pause the submittal and prompt a live verification call. never rejects a candidate on its own.

visionari AI interview screener showing a video interview, an integrity score and a list of identity and behaviour signals — Live integrity checks for face match, voice consistency and lip-sync, with risky signals held before the client sees the candidate.

04 · Candidate integrity checks

Background, employment and education verified, and tracked to the offer.

connects to background-screening and verification providers and shows every check’s status for every candidate in one place. The AI Assistant prompts the next check at the right stage, so candidates are cleared before the offer goes out, not after.

Background checks, including criminal and motor-vehicle records where a role requires them.
Employment and income verification.
Education and degree verification.
Status at a glance: passed, in progress, flagged or not started, for every candidate.
Built for FCRA-governed workflows, with consent and adverse-action steps handled through the screening provider.

visionari integrity checks screen with provider cards, status counts and per-candidate verification status — Background, employment and education verification from connected providers, tracked per candidate up to the offer.

05 · Pipeline & priority requisitions

See every candidate, every requisition and what needs attention today.

A drag-and-drop pipeline takes each candidate from sourced to placed, and every requisition carries its client, priority, bill-rate range and openings. surfaces aging high-priority requisitions, and the AI Assistant offers to source more matches before a requisition goes cold.

Kanban pipeline: Sourced → Screening → Submitted → Interviewing → Offer → Placed, filtered by recruiter or client.
Requisitions and clients: priority, status, location, bill-rate range, openings and required skills.
Aging alerts: high-priority requisitions with thin pipelines rise to the top.
Time in stage on every card, so stalled candidates are easy to spot.

visionari pipeline overview with a submittals and placements trend and a list of priority open requisitions — Submittals and placements over time, with aging high-priority requisitions surfaced so they get sourced first.

06 · Rate & margin analytics

Protect margin on every placement.

Staffing profit lives in the gap between pay rate and bill rate. tracks it for every active placement and rolls it up by client, recruiter and month, so leaders see margin trends while there’s still time to act.

Pay rate, bill rate and margin for every billing placement.
Margin by client and by recruiter, plus monthly margin run-rate.
Desk performance: submittals, placements, submittal-to-placement ratio and time to fill.
Trends across submittals and placements over the last six months and beyond.

07 · Email automation & interview scheduling

Candidates hear from you at every step, automatically.

Stage-triggered emails go out the moment a candidate moves: submittal confirmation, interview invitation, offer, placement welcome, and a “stay warm” note for those who weren’t selected. Every message is logged with its delivery and open status, and interviews are scheduled on a shared calendar.

Five ready-made sequences, each editable and switchable on or off.
Sent-email log with delivered and opened status.
Interview calendar across all open requisitions, with confirmed, pending and completed views.
AI personalization: the AI Assistant offers to tailor a message before it goes out.

visionari email automation screen with automated sequences switched on and a sent-email log — Stage-triggered sequences for every candidate, with a sent-email log showing delivery and opens.

08 · Sourcing connectors

All your resume sources, in one feed.

pulls resumes from the job boards you use and from your own archive of past submittals into a single, de-duplicated feed. Every resume is screened, then imported into your candidate directory in one click.

Job-board connectors, synced on demand or on a schedule.
Your internal resume repository, so past candidates are never wasted.
One-click import into Candidates, with skills, rate, work authorization and availability carried over.

The AI Assistant

Everywhere you work, a recruiter approves.

Throughout , an AI Assistant watches for the next best action and suggests it in plain English. Nothing happens until a recruiter approves it. For example:

AI Assistant
Meridian Health’s HCM Analyst requisition has two strong matches. Placing the top candidate keeps margin at 17.2%. Want me to draft the client submittal?

AI Assistant
This resume is likely AI-generated. Want me to hold it for review instead of importing it?

AI Assistant
The face on camera matched the ID photo at only 41%. Want me to pause the submittal and book a live verification call?

AI Assistant
The Cybersecurity Analyst requisition has been open 54 days with only two in the pipeline. Want me to source more matches?

Example prompts use sample data.

Beyond recruiting

HR in the same system.

grew out of VisionHRM, so placements don’t end at the offer letter. The same platform handles the HR work that follows:

Leave management

With accurate tracking and policy compliance.

Project and task management

For resource allocation alongside HR data.

Role-based access control

So data access matches each person’s responsibility.

Reporting

Across recruitment, leave and project metrics.

Responsible AI in hiring

AI informs recruiters. It never replaces them.

Hiring decisions affect people’s lives and are increasingly regulated. is designed so AI informs recruiters and never replaces them.

People decide

AI flags, scores and suggests. Recruiters approve every submittal, rejection and message.

Explainable results

Every match score and integrity flag shows the reasons behind it.

Notice and consent built in

For AI-assessed video interviews and biometric checks, configurable by state.

Full audit trail

Of AI outputs and recruiter decisions, to support bias audits and record-keeping requirements.

Your data stays yours

Candidate data is never used to train public AI models.

is built to support customers’ obligations under laws such as NYC Local Law 144, the Illinois AI Video Interview Act and BIPA, California’s automated-decision rules and the FCRA. Each customer remains responsible for its own compliance.

Who it’s for

Built for technical hiring.

IT staffing firms and staffing desks

Placing contract, contract-to-hire and permanent technical talent.

Corporate talent-acquisition teams

Hiring technical contractors at volume.

Public-sector IT vendors

That need verifiable, auditable candidate screening.

Getting started

Start with one desk.

1
See it on your own requisitions
A 2-week proof of concept with your job orders and a sample of your resumes.
2
Migrate with confidence
A data migration plan from your current ATS or spreadsheets.
3
Connect your stack
Job boards, email and calendar, e-signature and client VMS portals.
4
Roll out in phases
Start with one desk, then expand.

FAQ

Questions we hear most.

Does decide who gets hired?

No. ranks, flags and suggests, and recruiters make every decision. High-risk candidates are held for human review, never rejected automatically.

How does spot fake candidates?

With four layers: AI-content screening of every resume, identity and behaviour checks during video interviews, background, employment and education verification, and a recruiter review of anything flagged.

Can we replace our current ATS, or run alongside it?

Most teams move their pipeline into , and we plan and run the data migration.

Is AI interview screening legal where we hire?

In many places, yes, with candidate notice and consent. Some states and cities add requirements such as consent for biometric data or annual bias audits. includes notice and consent steps, and we recommend reviewing your obligations with counsel.

See on your own requisitions.

Book a demo, or start a 2-week POC with your jobs and resumes.

Schedule a demo

contact@vsiiusa.com 770-682-2899