AI for Recruitment and HR.

Recruitment runs on volume, speed, and language

A staffing agency placing 200 candidates for a Palm Jumeirah resort opening, with 800 applications waiting and four recruiters covering three days of screening. A construction company hiring 50 site supervisors before Ramadan, candidates calling in Hindi, Urdu, Arabic, and English. An executive search firm chasing a CFO across three time zones and never connecting. Recruitment is bulk, multilingual, and unforgiving on speed.

A senior recruiter completes 30 to 40 screening calls a day. Bulk hospitality and retail roles need 100 to 500 candidates contacted. Drop-off jumps above 50 percent without a callback within 48 hours. Speed is not a nice-to-have. It is the entire game.

Why traditional pre-screening hits a wall

Pre-screening at scale is repetitive, multilingual, and time-critical. Recruiters cannot win all three at once.

What Edah does on every recruitment call

Pre-screened with your structured criteria

UAE residence status, work permit, salary expectations, notice period, certifications, prior experience, availability. Captured into structured fields that flow directly into your applicant tracking system.

Interviews booked into recruiter calendars

Qualified candidates offered the next available slot in person, by video, or by phone. SMS confirmations before the call ends.

Document collection coordinated

Passport, Emirates ID, certificates, references, work history. Secure upload links sent during the call, completion tracked. The recruiter walks into the interview with a complete file.

Outbound mass campaigns dialled in parallel

When a sudden hiring need lands, Edah dials hundreds of candidates in parallel, in their preferred language, with consistent screening on every call. Two weeks of recruiter time becomes two days.

Reference checks and offer follow-ups handled the same way

Reference calls follow the same structured pattern. Offer acceptance and onboarding reminders run through the same agent.

A real call, in 90 seconds

Edah: Hi Maria, this is Edah calling from Al-Futtaim Hospitality about your housekeeping application. Three quick questions, is now okay?

Caller: Yes, go ahead.

Edah: Are you currently in the UAE with valid documents?

Caller: Yes, I am on my husband’s visa, can transfer to employment.

Edah: Do you have at least one year of housekeeping experience in a hotel setting?

Caller: Two years at a hotel in Sharjah.

Edah: Available to start within four weeks?

Caller: Yes.

Edah: You are shortlisted. I have you booked Thursday at 11 AM with Sarah from HR. Address and document checklist coming on SMS now.

What happened in the background

• Captured candidate responses into the applicant tracking system as structured fields.

• Scored against the role criteria and tagged the candidate as shortlisted.

• Booked Thursday at 11 AM in Sarah’s calendar.

• Sent the document upload link, started tracking completion.

• Added the call recording and structured summary to the candidate file.

Built for the stack you already run

No ATS migration. No parallel candidate database. Recruiters open the same record in the same system, with a richer file already filled in.

Compliance, built in

Resumes, identity documents, salary expectations, and reference notes are personal data under PDPL. For mass recruitment, daily volume is significant.

• Recording consent captured at call start in the candidate’s language.

• Consent events timestamped and stored for seven years in a tamper-evident audit chain (SHA-256).

• All candidate data processed and stored in Azure UAE North.

• Withdrawn applications follow PDPL erasure workflows automatically in the dashboard.

• Outbound recruitment campaigns pass a synchronous TDRA pre-dial gate.

What changes after Edah

The tools running on this call

Six tool calls per candidate. Each logged, retried on failure, visible in your dashboard. No black boxes.

screen_candidate(role_id, criteria: { residency, experience_years, availability })
check_availability(resource_type: "interview_slot", recruiter_id)
create_booking(candidate_id, recruiter_id, slot, mode: "in_person")
send_secure_upload_link(candidate_id, documents: ["passport", "emirates_id", "certificates"])
update_crm_field(object: "candidate", id, patch: { stage: "interview_scheduled" })
send_sms(to, template_id: "interview_invite", variables)

screen_candidate(role_id, criteria: { residency, experience_years, availability })
check_availability(resource_type: "interview_slot", recruiter_id)
create_booking(candidate_id, recruiter_id, slot, mode: "in_person")
send_secure_upload_link(candidate_id, documents: ["passport", "emirates_id", "certificates"])
update_crm_field(object: "candidate", id, patch: { stage: "interview_scheduled" })
send_sms(to, template_id: "interview_invite", variables)

screen_candidate(role_id, criteria: { residency, experience_years, availability })
check_availability(resource_type: "interview_slot", recruiter_id)
create_booking(candidate_id, recruiter_id, slot, mode: "in_person")
send_secure_upload_link(candidate_id, documents: ["passport", "emirates_id", "certificates"])
update_crm_field(object: "candidate", id, patch: { stage: "interview_scheduled" })
send_sms(to, template_id: "interview_invite", variables)

Going live

1. Share roles, screening criteria, interview slots, reference questions, and hours.

2. Edah drafts the screening scenario per role.

3. Connect your ATS, calendars, and document storage. Pilot on one role.

4. Go live in 24 to 72 hours. Add inbound application response and reference-check calls in week two.

The best candidates accept offers within 48 hours of their first call. The agency that screens fastest, in the right language, with the right questions, fills the role first. Book a 30-minute walkthrough.