“CVs arrive through job sites as well as email and WhatsApp for one opening, and the good ones sit unread.”
CVs land in one list and are sorted against criteria you approve. A person reads the shortlist and a sample of the rest.
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Digital · AI automation · HR automation
HRautomation
Since 201565+ in-house team6 cities
HR automation for HR heads who spend days on CV screening and joining papers. Let software do the sorting and the forms, and let people decide who is hired.
A strategist calls you in one working day.
/ 01 HR automation company
Software does the sorting.People do the choosing.
Hiring is a decision for people, but much of the work before it is sorting CVs and filling forms. PromotEdge sets up HR automation for businesses that hire often: CV screening against your written criteria, plus interview booking and joining papers, with a person making every hiring decision.
PromotEdge is a marketing and growth agency, not an IT company. We start with roles that earn revenue, such as sales executives and field staff, because an empty seat there costs sales. Other roles follow.
AI does not pick the best candidate, and we do not promise it will. A sheet and a calendar are enough for a few hires a year, and we will say so. This is one part of our AI automation work.
- 2015working with Indian brands since
- 65+in-house team: strategy, creative, media and tech
- 4pillars under one roof: strategy, advertising, digital, on-ground activation (BTL)
- 6cities: head office in Kolkata, teams in Mumbai, Delhi, Bangalore, Guwahati and Bhubaneswar
/ 02 What we set up
From the role sheetto the joining day.
| Part | What we do | What you receive |
|---|---|---|
| Role criteria | Write must-haves and nice-to-haves for each role with the hiring manager | A one-page sheet per role |
| CV intake | Bring CVs from email and job sites into one list | One list with the source marked |
| Screening | Sort CVs against the criteria and show the reason for each | A shortlist with reasons, and a sample of the rest |
| Scheduling | Offer interview slots, send reminders, handle changes | A calendar flow for each interviewer |
| Offer and joining papers | Checklist and reminders, plus reading of the papers that come in | A status for every candidate |
| Link to your HR record | Approved data goes to your HR software or sheet | A tested link and a log |
| Fairness and privacy | Weekly sample review, plus access rules and retention notes | An access list and a retention note |
Third-party fees (job sites, HR software, AI tools) are paid to their providers, at actuals.
/ 03 Common hurdles
What usually gets in the way,and the way through.
“Fixing an interview time takes calls to three or four people.”
Candidates pick a slot from the interviewer's free times. Reminders go out, only to people who agreed, and a no-show is flagged.
“Joining papers come as photos on WhatsApp, and HR chases for the missing ones.”
A checklist per candidate shows what has come. Missing items get a reminder, and a person checks the papers that were read. See document processing.
“Branch managers ask where their candidate is, and nobody knows.”
Each candidate has one status: applied, shortlisted, interview, offer or joined. A branch sees only its own roles.
“A screening tool could turn away a good person for the wrong reason.”
The criteria are yours, in plain words, and leave out name, age, gender, photo and religion. A person reads a sample of the rejected CVs every week.
“CVs and ID copies sit in many inboxes, and nobody knows how long they are kept.”
One store, with access rules and a retention period you set. See the rules fold below.
Which role takes you longest to fill? Tell us, and we will say what we would automate first. Book a 30-minute AI check
Our beliefThink creative. Act on numbers.
/ 04 How we work
One role family first,then the next.
The timeline depends on the number of roles and sources, and the systems involved. We confirm it in the quote. Our servicing team is based in cities across India.
- 01
Pick one role family
Usually the roles you hire most often, such as sales executives or field staff.
- 02
Write the criteria
The hiring manager and HR agree the must-haves in plain words. We leave out anything that points to who a person is.
- 03
Test on past CVs you choose
A person checks every result, and we show where the sort and the people disagree.
- 04
Agree who decides
Every shortlist and every offer has a named person. Software never sends a rejection alone.
- 05
Go live for that role family
CV intake and scheduling run, with a joining checklist and a weekly sample review.
- 06
Review every month
We read the sample, fix the criteria and add the next role family.
Tell us what’s not working. We’ll send you an honest one-page growth plan, free.
Go deeperMore on this
How we deliver it, and why
Benjamin Saradar (Tech Lead, Web Solutions) and Rima Shaw (Senior Account Manager) are part of the team that does this work.
How your business model changes the plan
A dealer-led maker (see manufacturing) hires plant and sales staff in waves. A store chain (see retail) needs joining papers fast in many cities. A lender (see banking and finance) keeps its strict checks with a person.
- Write the criteria with the hiring manager first. Software can only sort by what a person has written down. A one-page sheet per role.
- Show the reason for every ranking. A person can only challenge what they can see. A shortlist with reasons.
- Read a sample of the rejected CVs. It is how you notice a rule that is too tight or unfair. A weekly sample and a short note.
Candidate and employee data: what the rules say
The DPDP Act
India's DPDP Act, 2023 lists employment as a legitimate use for an employee's data. For people who only applied, ask your lawyer which basis you rely on. Where consent is used it must be free, specific, informed and unambiguous, with a notice first. Data used to decide something about a person must be accurate and complete. Keep it safe, and erase it once its purpose is served. The 2025 Rules phase in over 18 months. General guidance, not legal advice.
Source: DPDP Act, 2023 (MeitY copy) and PIB, 14 November 2025, read 14 October 2026
AI in HR automation: today and next
Today
LinkedIn says its Hiring Assistant helps evaluate applicants and draft outreach, and pre-screens interested candidates. The recruiter chooses what it works on, stays in control and gives feedback at every step. The page also has speed figures, which are LinkedIn's own claims, so we quote none.
Source: LinkedIn Hiring Assistant page, read 14 October 2026
Next
Our view: tools will sort and rank more, so a person must read what was left out. Fairness stays a human job. Want us to look at which hiring step to start with? Ask us.
Worried about fairness or candidate data? Raise it on the first call. Talk to us
/ 05 Cost
What affects the cost of HR automation.
We publish no price list, because hiring for one plant and for many branches are different jobs. The first step is a 30-minute AI check: a call with a strategist and a one-page plan on where AI would help first, for projects we think we can help.
What affects the cost
- Number of role families and branches
- Where CVs come from, and in which languages
- How many steps need a person
- Your HR software or sheet, and its link
- Joining papers to be read and checked
- Privacy controls, and monthly care
How we quote
- You tell us which roles you hire most, and where the time goes
- We list the sources and steps, and the systems they touch
- We write the scope, with a named decider for each step
- You get a quote within 2 working days, each cost on its own line
What you get in the quote
- Role criteria sheets
- CV intake and scheduling, plus the joining checklist, all tested
- An access list and a retention note
- A monthly review, if you choose it (3-month minimum, then 30 days' notice)
We take on a limited number of projects and say honestly if one is not a fit. Comparing quotes? Ask who owns the accounts and the stored CVs.
/ 06 What happens next
What happensafter you ask.
For projects we think we can help, this is how it goes.
- 01
A strategist calls you
In one working day: a 30-minute call with one of our strategists about your business and what is not working.
- 02
You get a 1-page plan
A short, honest plan: what to fix first and what we would do. It is free.
- 03
A quote, if you want one
If you want to go ahead, we send a quote within 2 working days.
We confirm the timeline in the quote. Contracts start at 3 months, with 30 days' notice to stop.
Keep exploring
Related pages.
The expertise that fits your business, and the places we work.
More AI and automation
Goes well with
By industry
Proof and reading
What people say
In their own words
“We have been working with PromotEdge for almost a year. We have engaged them to manage our Digital marketing campaigns and are impressed with the outcome. …”
Shubham GadodiaDeputy Brand Manager at Shyam Metalics Group“I am delighted with the successful launch of our new website, thanks to the exceptional support from PromotEdge. …”
Mom MitraMarketing Head at Ilead“We are thoroughly impressed with the extensive knowledge and professionalism demonstrated by PromotEdge. Their adept management of our digital and creative requirements has significantly contributed to our satisfaction with their digital marketing services and expertise.”
Rahul MishraAssistant Manager Digital Marketing & Ecommerce at Magik Lighting
No pressure. No sales pitch.
Tell us which role takes longest to fill.We'll show you where to start.
Straight answers.
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HR automation uses software and rules for the repeat steps of hiring and joining: collecting CVs and sorting them, then booking interviews and chasing papers. People make the decisions. Start with the roles you hire most, such as sales and field roles.
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It sorts CVs against criteria your hiring manager wrote, and shows why each one ranked where it did. A person reads the shortlist and a sample of the rest. Your people then interview and decide. The software never sends a rejection or an offer alone.
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No, and we do not promise it. Software can sort by written criteria. It cannot know how a person will work with your team. Your people interview and compare, then decide every hire. The sorting only saves their time and keeps the judgement with them.
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The criteria are yours, in plain words, and leave out name, age, gender, photo and religion. Every ranking shows its reason, and a person reads a sample of rejected CVs each week. We change any rule that turns away good people. We cannot promise a tool is free of bias.
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It can be, if access and retention are agreed first. India's DPDP Act, 2023 asks for a clear notice, reasonable security, accurate data when it affects a person, and erasing data once its purpose is served. This is general guidance, not legal advice. Ask your lawyer.
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It depends on roles, branches, CV sources, languages, the HR system it links to and the checking needed. We publish no price list. The quote comes within 2 working days of the call, with each cost on its own line, and we confirm the timeline in it.
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Yes. Our servicing team is based in cities across India. We talk daily and meet you in your city at least every three months. Our in-house team of 65+ people does the work, with industry consultants and partner agencies. You keep your accounts and your data.