Cooper does what they promise – reliably, quickly, and without fuss. That's rare in recruiting tech, and we appreciate it.
Andreas Friedmann
Director Sales and Business Development — Breitseite GmbH
Cooper for recruitment automation
Recruitment automation software.Automate the handoffs. Keep the judgment.
Most recruiting automation stops at a notification or a status change. Cooper automates the work that consumes recruiter hours: reading applications, asking the first questions, and turning answers into evidence — while your team keeps the decision.
Trusted by teams building a better recruiting workflow
Connect the systems you already use and automate the work that sits between an application and a useful hiring decision.
THE RECRUITMENT AUTOMATION CHALLENGE
Automation should remove admin, not remove the human decision.
The workflow is full of tiny manual steps
Recruiters still open resumes, copy notes, send reminders, schedule calls, and re-enter the same decision in several systems. The minutes add up before anyone speaks to a candidate.
Simple rules cannot read real evidence
A trigger can move a record, but it cannot tell whether a project shows the right judgment or whether an answer actually meets the brief.
Candidates experience the gaps
A process can be technically automated and still feel slow when no one owns the next step. The best automation makes a useful response arrive sooner.
THE PLATFORM
Automation for the parts of recruiting that require reading
Cooper sits inside the workflow rather than beside it. Scout reads, Robin speaks, and your recruiters receive the context they need at the moment a decision is due.
THE IMPACT
What changes when the recruiting workflow runs itself
24/7
Screening and first conversations without a recruiter queue
1
Connected record from application to decision
0
Manual handoffs required for the first pass
HOW IT WORKS
How recruitment automation turns a trigger into a decision
The automation follows the candidate, not a collection of disconnected tasks.
- 1
The application enters your existing workflow
Cooper can start from your ATS, careers page, job board, or another source your team already manages.
- 2
Scout reads the application
The role brief becomes a consistent assessment, with evidence captured rather than hidden behind a pass/fail rule.
- 3
Robin handles the first conversation
Qualified candidates receive a timely, structured interview that runs without a recruiter coordinating every slot.
- 4
Your team reviews the summary and decides
The workflow hands back a ranked candidate record, keeping automation responsible for the work and people responsible for the call.
See how Cooper can support the recruiting workflow you run today.
Cooper vs automating recruiting with rules and reminders
Cooper
Rules-only recruiting automation
What gets automated
Reading, questions, reminders, and handoffs
Statuses, emails, and calendar triggers
Signal captured
Evidence from applications and interviews
A rule match or a checkbox
Recruiter context
One ranked candidate summary
Several systems and tabs
Candidate experience
A quick, useful next step
Automated messages between long waits
Human judgment
Stays with your team
Often hidden inside a rule
Scaling
More candidates through the same workflow
More rules to maintain
Cooper
Rules-only recruiting automation
What gets automated
Reading, questions, reminders, and handoffs
Statuses, emails, and calendar triggers
Signal captured
Evidence from applications and interviews
A rule match or a checkbox
Recruiter context
One ranked candidate summary
Several systems and tabs
Candidate experience
A quick, useful next step
Automated messages between long waits
Human judgment
Stays with your team
Often hidden inside a rule
Scaling
More candidates through the same workflow
More rules to maintain
Use cases
Built for the workflows recruiters repeat every day
Automate the work that repeats, then keep the parts that require context and judgment with your team.
Recruitment operations teams
Automation that makes the work feel more human
Cooper was almost self-explanatory from day one — barely any onboarding needed. It's given us real time savings and a much clearer overview of our hiring process. For a mid-sized team like ours, it's a great solution.
Florian Richter
CEO — Boda Borg Germany
Cooper helped us quickly find qualified freelancers while making the entire hiring process simple and efficient.
Cora Lode
Owner — Cora Lode Interiors
Cooper has become an essential part of our hiring process. It's intuitive, saves us time, and helps us quickly find qualified candidates—with outstanding support whenever we need it.
Sibylle Schmidt
Owner — Steuerberatung Schmidt
Cooper does what they promise – reliably, quickly, and without fuss. That's rare in recruiting tech, and we appreciate it.
Andreas Friedmann
Director Sales and Business Development — Breitseite GmbH
Cooper was almost self-explanatory from day one — barely any onboarding needed. It's given us real time savings and a much clearer overview of our hiring process. For a mid-sized team like ours, it's a great solution.
Florian Richter
CEO — Boda Borg Germany
Cooper helped us quickly find qualified freelancers while making the entire hiring process simple and efficient.
Cora Lode
Owner — Cora Lode Interiors
Cooper has become an essential part of our hiring process. It's intuitive, saves us time, and helps us quickly find qualified candidates—with outstanding support whenever we need it.
Sibylle Schmidt
Owner — Steuerberatung Schmidt
Cooper does what they promise – reliably, quickly, and without fuss. That's rare in recruiting tech, and we appreciate it.
Andreas Friedmann
Director Sales and Business Development — Breitseite GmbH
Cooper was almost self-explanatory from day one — barely any onboarding needed. It's given us real time savings and a much clearer overview of our hiring process. For a mid-sized team like ours, it's a great solution.
Florian Richter
CEO — Boda Borg Germany
Cooper helped us quickly find qualified freelancers while making the entire hiring process simple and efficient.
Cora Lode
Owner — Cora Lode Interiors
Cooper has become an essential part of our hiring process. It's intuitive, saves us time, and helps us quickly find qualified candidates—with outstanding support whenever we need it.
Sibylle Schmidt
Owner — Steuerberatung Schmidt
Cooper does what they promise – reliably, quickly, and without fuss. That's rare in recruiting tech, and we appreciate it.
Andreas Friedmann
Director Sales and Business Development — Breitseite GmbH
Cooper was almost self-explanatory from day one — barely any onboarding needed. It's given us real time savings and a much clearer overview of our hiring process. For a mid-sized team like ours, it's a great solution.
Florian Richter
CEO — Boda Borg Germany
Cooper helped us quickly find qualified freelancers while making the entire hiring process simple and efficient.
Cora Lode
Owner — Cora Lode Interiors
Cooper has become an essential part of our hiring process. It's intuitive, saves us time, and helps us quickly find qualified candidates—with outstanding support whenever we need it.
Sibylle Schmidt
Owner — Steuerberatung Schmidt
Security & data protection
Automation with the controls and audit trail your team needs
Data stored in Europe
Your data lives on European servers and never leaves.
GDPR ready
Built to meet European data protection requirements from day one.
Never used to train AI
Your hiring data and candidate information stays yours — always.
Access controls
Role-based permissions for every member of your team.
Encryption
All data protected in transit and at rest.
Audit logs
A full record of every change made to your data.
Recruitment automation software, explained
What teams ask before they automate the first conversation.
- Cooper automates the reading, first-round questioning, reminders, and summaries that sit between an application and a recruiter decision. It is designed for the work that requires understanding evidence, not only moving a status.
- Yes. Cooper can be the recruiting platform or connect to the ATS your team already uses. The exact workflow depends on your stack, but the goal is the same: keep the record connected from application to decision.
- Yes. You set the criteria, interview questions, handoffs, and review points. Cooper handles the repeatable work while your recruiters choose where human review is required.
- Email automation sends a message when a condition is true. Cooper also reads the application, runs a structured conversation, and returns evidence your team can use. The automation is connected to the hiring signal, not only the next notification.
- No. Automation handles the repeatable first pass. Recruiters and hiring managers review the summaries and evidence, apply their judgment, and make the final decision.
- Yes. Many teams start with one role that has a clear bottleneck, measure the time and response improvements, then expand the same pattern across the hiring organisation.
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Automate the busywork. Keep the hiring judgment.
Bring one recruiting workflow to a demo and we will map the steps Cooper can take over without changing the decisions your team owns.