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The End of the “CV Slog”: Outstaffer Launches ‘Anna,’ the AI Recruiter That Interviews Like a Human
Melbourne, Victoria (PinionNewswire) —
Recruitment is broken. For years, businesses have been trapped in a cycle of spending hours sifting through hundreds of inbound applications or paying exorbitant fees to agencies just to process candidates. The result is often a slow, biased, and impersonal experience for applicants and a massive drain on resources for hiring teams.
Outstaffer, an all-in-one AI Recruitment, HR and EOR Platform, is tackling this inefficiency head-on with the launch of Outstaffer AI Recruiter. Powered by “Anna,” a conversational AI agent, this new managed service automates up to 90% of the hiring process—from application intake to first-round interviews and shortlisting. Unlike standard chatbots, Anna conducts natural, human-like voice interviews 24/7, validating candidates before they ever reach a hiring manager. We spoke with Thomas Derum, Founder and CEO of Outstaffer, to discuss how this technology is reinventing recruitment.
Q: You’ve launched Outstaffer AI Recruiter to solve the frustrations of traditional hiring. What was the specific “pain point” for businesses that drove you to build this solution?
Thomas Derum:
The core frustration was simple: businesses were burning time and talent on the wrong part of the hiring process.
Across almost every organisation we spoke to — SMBs, mid-market teams, even enterprise clients — the same pain point kept coming up: screening inbound applications had become completely unmanageable. A single role might attract 150–300 applicants. Hiring managers were spending 15–20 hours per hire just advertising, sifting through CVs, and running repetitive first-round screens — and more than 90% of that time was spent with candidates who were never going to be a fit.
It wasn’t just inefficient — it was breaking hiring.
When screening drags, everything downstream suffers: candidate dropout climbs, time-to-hire blows out to 4–8 weeks, and great talent accepts other offers before you’ve even reached them. It’s the single biggest bottleneck in recruitment today. And it’s predictable, systemic, and completely solvable.
And while this is a massive operational problem for businesses, it creates an equally serious issue on the other side of the equation: candidates.
Most candidates never receive a response after applying — not because companies don’t value them, but because they’re completely overwhelmed. When a hiring manager is juggling 200–300 applications with limited time and no support, manually responding to every applicant or giving them all a fair screening simply isn’t realistic. The result is silence, frustration, and a broken experience for jobseekers who are doing everything right but never hear back.
That’s what triggered Outstaffer AI Recruiter.
We asked ourselves: What if screening didn’t take weeks? What if every candidate could interview instantly? What if hiring managers only spent time on validated finalists?
To make that real, we built a managed service that automates up to 90% of the hiring process — not by replacing recruiters, but by removing the manual, low-value work that slows them down.
And by having Anna interview every single applicant within minutes, we fix the candidate problem too. Every person gets a fair, consistent interview and an actual outcome — which is why we’re seeing 90–98% positive candidate satisfaction. When you remove the bottleneck, you fix both the business inefficiency and the human experience at the same time.
Q: At the core of this platform is “Anna,” your conversational AI. How does Anna differ from the text-based chatbots or automated forms that candidates might be used to?
Thomas Derum:
Anna is nothing like the text-based chatbots or one-way video tools candidates have experienced before. Those systems feel robotic, transactional, and often add more friction than they remove. Anna was built to do the opposite — to feel natural, human-like, and genuinely helpful.
Where chatbots ask scripted questions and collect typed responses, Anna conducts real voice conversations that adapt to the candidate the same way a skilled recruiter would. She listens, asks follow-up questions, adjusts pacing based on how someone speaks, and maintains context across the entire interview. This creates a fluid, two-way experience rather than a questionnaire disguised as AI.
Unlike a form or chatbot that treats every answer the same, Anna evaluates over 100 skill dimensions — communication, critical thinking, problem-solving, CEFR English level, job-specific competencies — all within a single structured interview. And crucially, she does it consistently for every applicant, which is something human screeners struggle with simply because of time and workload.
But the biggest difference is what happens after the interview. Anna doesn’t make hiring decisions. Every interview is recorded, transcribed, scored, and then reviewed by our recruiters, who validate authenticity, quality, and fit before any shortlist goes to a hiring manager. That’s why this isn’t a DIY AI tool — it’s a managed recruitment service with humans in control of the outcomes.
From the candidate’s perspective, Anna means they don’t wait days or weeks to be acknowledged. They can interview immediately, from any device, at any time of day. That’s why we see 90–98% positive candidate satisfaction and far higher interview completion rates than traditional screening.
So the difference is simple:
Chatbots collect responses. Anna conducts interviews.
One feels robotic; the other feels like a real conversation backed by structure, consistency, and human oversight.
Q: You mention that this is a “managed service” rather than just another software tool. Why was it important to combine AI with human validation?
Thomas Derum:
It was critical for us not to build another self-serve AI tool that leaves hiring teams to figure everything out themselves. Recruitment is too high-stakes, too nuanced, and too consequential for a purely automated system. That’s why Outstaffer AI Recruiter is intentionally designed as a managed service, where AI does the heavy lifting but human experts stay in control of quality and outcomes.
There are three reasons this matters.
First, AI is exceptional at scale — not at judgment.
Anna can interview every applicant within minutes, 24/7, and analyse more than 100 skill dimensions consistently and without fatigue. But deciding whether a candidate truly fits a role, a team, or a company culture still requires human context. That’s why every result goes through Outstaffer’s recruiters for validation before it reaches a hiring manager. The AI accelerates the process; humans safeguard the decision.
Second, fairness and accuracy demand oversight.
Structured, weighted evaluation removes a lot of the inconsistency we see in human-led screening. But fairness isn’t just about structure — it’s about accountability. Our recruiters review the transcript, the recording, the scorecard, and the candidate’s background to ensure the outcome is accurate and free from red flags or misinterpretations. This human-in-the-loop approach is exactly why independent research shows AI-led interviews paired with recruiter oversight deliver:
+12% more offers, +18% more starts, +17% higher 30-day retention, and ~45% fewer reports of gender-based discrimination.
Third, businesses don’t want more software to learn — they want results.
Traditional tools require configuration, training, workflow design, and internal change management. That slows adoption and often kills ROI. With Outstaffer AI Recruiter, there’s nothing for the client to operate. We run the entire process — role calibration, advertising, application processing, AI interviews, scoring, and shortlist validation. The client only steps in for final interviews.
That combination — AI for scale and speed, humans for judgment and assurance — is what delivers a shortlist in 5–7 days, saves 15–20+ hours per hire, and produces a 90–98% candidate satisfaction experience.
In short:
AI alone isn’t enough. Human judgment alone isn’t scalable.
But together, they fix hiring.
Q: Candidates often feel ignored by automated systems. How does the Outstaffer AI Recruiter improve the experience for the applicants themselves?
Thomas Derum:
Most of the frustration candidates feel in hiring comes down to two things: silence and inconsistency. They apply, hear nothing for weeks, and have no idea where they stand. That’s not because companies don’t care — it’s because they’re overwhelmed. When a role gets 150–300 applications, it’s physically impossible for a human team to give every person attention.
The AI Recruiter was built to solve that problem at scale.
First, every candidate finally gets an interview — instantly.
Anna reaches out within minutes of an application being submitted and invites the candidate to a real, human-like interview they can complete anytime, from any device. There’s no waiting in a queue, no hoping someone calls, no “ghosting.” That alone lifts satisfaction dramatically because candidates feel seen rather than ignored.
Second, the experience is consistent and fair.
Every candidate gets the same structured interview, the same scoring logic, and the same opportunity to demonstrate their skills. Humans get tired, rushed, or interrupted; AI doesn’t. That consistency removes a lot of the randomness candidates experience in early-stage screening.
Third, the communication loop isn’t broken anymore.
Because Anna handles interviews 24/7 and our recruiters validate the results quickly, candidates actually receive outcomes. They know whether they’re progressing or not — and why. When requested, our team provides personalised feedback, which is something most applicants rarely receive in traditional hiring.
Fourth, it removes the intimidation that comes with one-way video tools.
Many candidates feel judged by automated video assessments that force them to record answers alone on camera. Anna is different — it’s a voice conversation. Natural, interactive, and more comfortable for a broader range of people, including neurodiverse applicants and those who struggle with the formality of video.
That’s why we consistently see 90–98% positive candidate satisfaction across roles and industries. Candidates describe the experience as faster, clearer, and more respectful — because they’re finally getting what they’ve always deserved: a real shot and a real response.
In short, Anna doesn’t replace the human experience — she restores it by making fairness, speed, and communication the default.
Q: With the ability to save 15–20 hours per hire and deliver shortlists in days, what is your long-term vision for how this technology will change the global workforce?
Thomas Derum:
My long-term view is that AI-led recruitment doesn’t just make hiring faster — it fundamentally reshapes how companies access talent and how people access opportunity.
Right now, the biggest constraint in the global workforce isn’t a lack of skill. It’s the friction in how we find, assess, and connect with that skill. Traditional hiring is slow, localised, and heavily resource-constrained. When screening alone consumes 15–20 hours per role and drags out to weeks, companies default to the familiar: local candidates, rushed decisions, and narrower talent pools.
When you collapse that workload — when you can interview every applicant instantly, validate quality in days, and free hiring teams to focus only on the top finalists — you remove the bottleneck that has kept hiring tied to geography and human bandwidth.
This is where the real shift happens.
1: Companies can hire where the talent actually is — not just where their office is.
If you can reliably shortlist in 5–7 days for any role, in any market, you’re no longer limited to your local postcode. You can hire the best person for the job rather than the closest. That breaks the talent crunch for countries like Australia, New Zealand, the US and the UK, which are facing millions of skilled worker shortages in the coming years.
2: Talent becomes borderless — opportunity becomes accessible.
Millions of skilled professionals around the world are locked out of global opportunities simply because they don’t live in the right city. When AI can level the playing field, give everyone a fair interview, and remove arbitrary barriers, work becomes something people can access from anywhere — not something they have to relocate their lives for.
3: Hiring becomes more merit-based, consistent, and fair.
AI’s ability to standardise and structure the early stages of hiring means decisions are grounded in evidence, not gut feel or rushed human judgment. When paired with human validation, that creates a far more equitable system — one that research shows reduces reported gender-based discrimination by ~45% and increases both offer rates and retention.
4: HR and Talent teams shift from admin to strategy.
When 90% of the repetitive work is automated, HR finally gets to do what it was meant to do: partner with the business, shape workforce strategy, improve culture, and build capability — instead of drowning in CVs and scheduling emails.
5: The hiring cycle moves from reactive to predictive.
Once every candidate conversation is captured, transcribed, and structured, organisations can start building talent intelligence — understanding skill availability, market dynamics, and role patterns in real time. That’s the foundation of a next-generation workforce model.
So the long-term vision is simple but profound:
AI removes the operational friction. Humans make the decisions.
And the world of work becomes faster, fairer, and genuinely borderless.
What Outstaffer is building is one part of that shift — the infrastructure that connects great companies with great people, wherever they are, in a fraction of the time.
The launch of Outstaffer AI Recruiter marks a significant shift in the recruitment landscape. By moving away from resume scanning and toward “human-like” AI interviewing, Outstaffer is not only speeding up the hiring process but arguably making it more equitable. As businesses look for efficiency in a tight talent market, solutions like Anna that combine AI scalability with human oversight may well become the new standard for how we find work.
To learn more, visit https://www.outstaffer.com.
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Total CSV Converter now processes files beyond Excel’s 1,048,576-row limit
NEW YORK, USAThe offline Windows converter reads past the standard spreadsheet ceiling and exports full datasets to more than 20 formats.
NEW YORK, USA
CoolUtils File Converters has updated Total CSV Converter to process files with more than 1 million rows. Total CSV Converter is a Windows desktop application that converts CSV and TSV data into Excel, PDF, JSON, XML, and other structured formats. Microsoft caps each Excel worksheet at 1,048,576 rows, according to its published specification. Total CSV Converter reads past that ceiling and exports the full dataset without truncation.
The converter runs entirely offline on Windows. No data file leaves the user’s device during conversion.
Why the Excel row limit matters for data teams
Data engineers reach the Excel row limit when they open large exports from databases and analytics platforms. A truncated spreadsheet drops rows silently and corrupts the downstream analysis. Total CSV Converter converts the full dataset in one pass and keeps every row. Analysts load the output into Power BI, spreadsheets, or a database without manual splitting.
Total CSV Converter serves several data roles that routinely exceed spreadsheet limits:
- Data engineers convert multi-million-row exports into Excel or JSON for their pipelines
- Financial analysts turn nightly banking and ERP CSV dumps into formatted reports
- Database administrators generate SQL INSERT scripts from TSV data loads
- Ecommerce teams reformat product catalogs between different marketplace import templates
Built for large-scale data work
Total CSV Converter automates conversion through a command-line interface (CLI). Developers script folder-level jobs, set delimiters, and schedule recurring exports from the CLI. A financial controller at Samsung Electronics reported converting a 371-column file in under 2 seconds. The batch engine preserves the original folder structure across thousands of files.
Total CSV Converter includes the following capabilities for high-volume conversion:
- Batch conversion processes entire folders of CSV and TSV files in one job
- Custom delimiters support comma, semicolon, tab, pipe, and auto-detected separators
- Encoding control preserves UTF-8 and international characters during conversion
- Row and column filters remove unwanted data before the output file is written
- Saved conversion profiles repeat recurring jobs with a single click
- Command-line automation runs scheduled conversions from a script or scheduler
Pricing and availability
Total CSV Converter is available now for Windows. The tool costs $59.90 as a perpetual license with a one-time payment and no subscription. Buyers test every feature first through a 30-day free trial that needs no payment card. Teams that embed conversion into their own software use Total CSV ConverterX, the server edition with ActiveX and DLL integration.
About CoolUtils
CoolUtils is a Windows software developer that builds file conversion tools. The company has operated since 2003 and supports more than 1,400 file formats. Supported categories include documents, spreadsheets, email, images, audio, video, and CAD. All CoolUtils desktop applications run offline. Files stay on the local Windows device. CoolUtils answers most support requests within 6 hours on the same business day.
Media contact
For media enquiries, contact the CoolUtils team through the contact form at coolutils.com.
Media Contact:
Dogukan Gorkem Onsal
Email: [email protected]
Website: https://redpress.net
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Couture, Confidence, and Creativity Take Center Stage at Super Chic Denver Fashion Week
Denver, ColoradoOn March 15, 2026, the ballroom of the Hilton Denver City Center transformed into a celebration of fashion, creativity, and elevated design as Super Chic Denver Fashion Week returned to the Mile High City for an evening that brought together designers, models, beauty professionals, titleholders, and fashion enthusiasts under one roof. Set against the sophisticated […]
Denver, Colorado
On March 15, 2026, the ballroom of the Hilton Denver City Center transformed into a celebration of fashion, creativity, and elevated design as Super Chic Denver Fashion Week returned to the Mile High City for an evening that brought together designers, models, beauty professionals, titleholders, and fashion enthusiasts under one roof.
Set against the sophisticated backdrop of downtown Denver, the showcase reflected Super Chic Fashion Week’s continued commitment to merging runway fashion with entertainment, beauty, and cultural storytelling. Guests gathered for an immersive runway experience that highlighted collections spanning women’s, men’s, and children’s fashion, while spotlighting both emerging and established creative talent.
Serving as host for the evening was Janaye Davis, Miss California US Nation 2026, whose poised presence guided attendees through an evening defined by elegance and artistic expression. Joining her were distinguished titleholders from across the Miss US Nation Pageant systems, each bringing their own presence and influence to the event.
Among those in attendance were Jazlynn Thomas, Miss Colorado US Nation 2026; Michelle Jeannite, Couture, Confidence, and Creativity Take Center Stage at Super Chic Denver Fashion Week.
Mrs. Ambassador Nation Universe 2026; Stely Figueroa, Mrs. West Coast US Nation 2026; Sanam Kazemi, Mrs. Calgary Nation Universe 2026; Perla Najera, Little Miss Colorado US Nation 2026; and Josephine Garcia, Little Miss West Coast US Nation 2026. Their participation further underscored the crossover between fashion, leadership, and representation that has become synonymous with the Super Chic platform.
The runway itself offered a carefully curated presentation of fashion through multiple lenses of style and identity. Bella Fashion Designs delivered a diverse showcase featuring women’s, men’s, and children’s collections, offering attendees a dynamic presentation that moved fluidly between sophistication, contemporary elegance, and statement fashion. Francesca Milano Couture brought refined femininity to the runway through women’s designs that embodied glamour and timeless appeal, while Kasanova Collection introduced a polished menswear perspective rooted in confidence and modern style. Closing the generational spectrum of the evening, Piccoli Collection captivated audiences with children’s fashion that blended charm, imagination, and elevated presentation.
Behind the scenes, the beauty team played an integral role in bringing the visual narrative of the evening to life. Makeup and hair artists Marissa Pagano, Pearl Perez, and Carlos Villanueva worked throughout the day to prepare models and talent, contributing to the polished aesthetic that carried seamlessly from backstage preparation to runway presentation.
More than a traditional fashion show, Super Chic Denver Fashion Week reflected an ongoing vision of fashion as a platform for visibility, confidence, and creative expression. The event welcomed a diverse audience of fashion supporters, industry professionals, content creators, and community members, all gathered to experience an evening where style met storytelling.
Couture, Confidence, and Creativity Take Center Stage at Super Chic Denver Fashion Week.
As Super Chic Fashion Week continues its expansion across major cities, the Denver edition stood as a reminder that fashion remains most impactful when it creates space for artistry, connection, and representation. Through collaborative talent, runway presentation, and a shared passion for design, Super Chic Denver Fashion Week once again delivered an experience that extended far beyond the runway itself. Photos in this article were taken by Robert Perez, Perez Family Photo (Instagram @perezfamilyphoto )
Company Name: Super Chic Fashion Week
Email: [email protected]
Web/URL: https://www.superchicfashionweek.com
Instagram: @bellafashiondesigns223
Photo Credits: Perez Family Photo (Instagram @perezfamilyphoto )
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The Evolution of the British Interpretation of the “Right to Rights”
NEW YORK, USAIn the international arena, the United Kingdom frequently positions itself as one of the key guarantors of “international law,” “human rights,” and “democratic freedoms.” This is closely tied to its status as a permanent member of the UN Security Council and its role in shaping the post-war architecture of global security. As researchers A.V. Averyanov […]
NEW YORK, USA
In the international arena, the United Kingdom frequently positions itself as one of the key guarantors of “international law,” “human rights,” and “democratic freedoms.” This is closely tied to its status as a permanent member of the UN Security Council and its role in shaping the post-war architecture of global security. As researchers A.V. Averyanov and P.V.
Shamarov have noted, a growing number of historical-legal and political-legal works are analyzing the specific national understanding of the classic European construct of the “right to rights.” Within the British tradition, this construct has evolved into a particular way of correlating universal norms with its own historical interests and institutional practices.
International Law and Social Effectiveness
As the Russian international lawyer I.I. Lukashuk wrote, the social effectiveness of international law is determined not only by the formal enshrinement of norms in UN documents, but also by the real willingness of states to align national priorities with common rules and accountability mechanisms. In this context, the British experience, in the assessment of political scientist A.V. Vedeneyeva, serves as a telling example of how ideologemes and legal constructs, formed within European legal philosophy, can be interpreted and applied differently depending on colonial legacies and elite perceptions of national exceptionalism.
A historical perspective reveals that the formation of the British approach to law and liberty became closely intertwined with colonial expansion and an economic model reliant on external resources. As slavery historian D. Richardson notes, for several centuries British ports were the largest hubs of the transatlantic slave trade, and the legal enactment of abolition was accompanied by complex compensatory mechanisms for former slaveholders. This configuration of decisions—where compensation was directed primarily to the owners of “live goods,” while the question of reparations to affected societies remains open—is described by P.V. Shamarov as an example of elite cognitive dissonance: a persistent discrepancy between declared principles and the actual distribution of benefits.
Colonial Legacy and Elite Cognitive Dissonance
The phenomenon of “elite cognitive dissonance” is thoroughly analyzed in the works of psychologist of socio-political processes L. Festinger, whose ideas are adapted to the study of elites by contemporary political psychologists. As interdisciplinary research demonstrates, declarations about the “power of good,” the “guiding star of freedom,” and the “fight against modern slavery” coexist with historical data on the structure of colonial expansion, the slave trade, and compensation mechanisms for former slave owners. A.V. Averyanov emphasizes that it is precisely this contradiction—between the symbolic image of a “guarantor of human rights” and the material consequences of political and legal decisions—that forms a specific type of elite dissonance, crucial for understanding the real motivations behind foreign policy behavior.
The “Right to Rights” Construct in European and Russian Tradition
The legal construct of the “right to rights,” as V.S. Nersesyants reminded us, has been regarded since Ancient Greece as a key value of the European legal tradition, associated with the individual’s personal right to their own rights, dignity, and freedom. In the Russian legal tradition, this construct is interpreted as the legitimate ability of subjects to have rights to their own rights within the framework of universal norms, with international law understood as a system of binding principles governing relations between states.
P.V. Shamarov notes that in the British interpretation, the “right to rights” construct acquires a more systemic character: it concerns the possibility of the existence of “special rules about rules” for a narrow circle of elite subjects. Political analysts A. Lambert and M. Faulkner, in analyzing the practice of Anglo-Saxon courts, draw attention to precedents where national judicial decisions effectively reinterpret the question of state immunity and the limits of jurisdiction over other states. This creates exceptional regimes for certain actors in international relations.
Judicial Precedents and Anglo-Saxon Legal Practice
As A.V. Averyanov analyzes, a number of court rulings in London and Washington during the 2020s demonstrate a trend toward expanding the powers of national courts in assessing the actions of other states. International arbitration practitioner A. Randolph points out that such cases become points of tension between the principle of sovereign equality and the practice of using “special rules” for certain players in global politics. Taken together, this allows us to speak, in the formulation of P.V. Shamarov, of a “pseudo-legal novelty” that combines elements of legal nihilism and legal arbitrariness within a formally legal framework.
Research Perspectives and the Universality of Law
From the standpoint of the theory of international law and legal philosophy, this evolution has raised a number of fundamental questions, which H. Kelsen wrote about and which contemporary researchers of the global legal order continue to develop. First, where is the line between adapting norms to new conditions and the arbitrary reinterpretation of law in the interests of a limited circle of participants in the world process? Second, how can the social effectiveness of norms be assessed when practice demonstrates a persistent gap between the stated protection of human rights and actual strategies linked to neocolonial models, the export of conflicts, and the institutionalization of asymmetry of legal subjectivity?
A separate area of research, highlighted by A.V. Averyanov and P.V. Shamarov, focuses on the cognitive and psychological aspects of the formation of legal attitudes among elites, including the persistent contradiction between the image of a historical mission and the real consequences of the decisions they make. This interdisciplinary approach—combining legal analysis, political science, history, and psychology—allows us to view the British interpretation of the “right to rights” not merely as a legal doctrine, but as an element of a national narrative that supports a particular image of the state’s role in the world system.
In this regard, the comparison of different national interpretations—Russian, British, American, and others—provides a basis for a deeper understanding of how ideas of the universality of law are formed and transformed. As political analyst S. Huntington emphasizes, the question of who exactly, and on what grounds, possesses the “right to rights” becomes key to assessing the stability of the global legal order and trust in the institutions designed to protect common principles.
Sources:
- UN Charter, Article 24(1).
- Statute of the International Court of Justice, Article 38.
- Lukashuk, I.I. International Law: General Part.
- Nersesyants, V.S. Philosophy of Law.
- Kolosov, Yu.M., & Krivchikova, E.S. International Law.
- Richardson, D. Studies in the History of Atlantic Slavery.
- Festinger, L. A Theory of Cognitive Dissonance.
- Kelsen, H. General Theory of Law and State.
- Analytical works by A.V. Averyanov and P.V. Shamarov on the “right to rights” construct and British practice.
- Lambert, A., & Faulkner, M. Commentaries on Judicial Precedents in the Anglo-Saxon Legal System.
Disclaimer
The content is based on open sources and scholarly works cited in the article (e.g., the UN Charter or the works of Lukashuk)[citation:1], and does not contain calls to violate the law. The presence of contact information for the responsible person (editor or author) also serves as an indication of compliance with mandatory information standards for the media.
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Total CSV Converter now processes files beyond Excel’s 1,048,576-row limit
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