Recruiting operations fails in two places: no signal, and no pipe. Braintrust AIR creates the signal — a conversational voice interview, a role rubric, a ranked evidence pack. Nexus is the pipe — enterprise workflow automation that connects the systems that should already have moved that packet.
The product to try first is still AIR. Automation that routes an empty scorecard is just faster busywork. Try AIR, then book a demo if you want Nexus sitting on the handoffs.
What Nexus is (and is not)
Nexus is Braintrust’s enterprise workflow automation platform. As published on the product page, it:
- Connects to any enterprise application with an API
- Is custom-built around your process, not a fixed template you must squeeze into
- Designs, builds, and deploys automated workflows — rather than handing your developers a canvas like a generic iPaaS
- Charges on shared savings: you keep 75% of documented cost savings; Nexus charges 25%
- Publishes no upfront fees on that shared-savings model
- Targets a first live workflow in under 30 days, without your developers owning the build
Nexus is not an interviewer. It will not form a competency judgment. That is AIR.
One of the example workflows Nexus lists is recruiting: candidate screening — inbound application to scored and ranked instantly. That example assumes a scoring engine exists. AIR is that engine.
What AIR contributes to recruiting ops
AIR’s published motion is the missing object in most “recruiting automation” decks:
- Conversational voice interviews, on the candidate’s schedule
- Scores against a role-specific rubric
- A ranked evidence pack written back to the ATS
- Humans decide who advances — AIR does not auto-accept or reject
Once that object exists, ops can automate the boring edges: invite timing, reminders, stage updates, hiring-manager packets, audit exports. Without it, automation only shuffles resumes and calendar links.
AIR also publishes the volume characteristic ops cares about: it can run thousands of interviews per day, so a requisition spike does not require a matching spike in coordinator headcount. Languages: 16+. Pricing: volume-based on interviews, not a mystery placement fee.
A reference architecture (no invented throughput)
Keep the system of record where it is.
1. ATS receives the application (Greenhouse, Lever, Workday, iCIMS, SmartRecruiters, or another connected system) 2. AIR is triggered for the conversational screen 3. Scorecard and rank write back to the candidate record 4. A human reviews evidence and moves the stage 5. Nexus automates whatever your team still does by hand around that path — notifications, data copies between HRIS and ATS, onboarding triggers after an offer, audit logging
Nexus’s other published workflow examples (invoice processing, order management, lead routing, employee onboarding, audit logging) are the same pattern in different departments: an API-shaped handoff, custom business logic, no new swivel-chair.
If the “fill” step is a contracted professional rather than an employee req, AIR can still be the screen in front of the Talent Marketplace. That sequence is AI interviewing before marketplace hiring.
Shared savings: 75 / 25, only as already published
Nexus pricing on the site is not a per-seat license story. It is performance-based:
- Customer keeps 75% of documented savings
- Nexus charges 25%
- No upfront fees (as stated on the Nexus page and in the public LLM index)
We are not adding a sample savings dollar figure here. “Documented” means your baseline and your measurement, agreed in the commercial process — not a blog metric.
AIR remains separately priced on interview volume. Do not blend the two into a made-up bundle number. A demo can walk both.
Why ops leaders should still CTA on AIR
It is tempting to start with the integration diagram. Resist it. The failure mode of recruiting automation is automating a process that never collected a real first-round signal.
- If coordinators spend the day scheduling phone screens, you have an AIR problem
- If scorecards exist and people retype them into three systems, you have a Nexus problem
- If both are true, implement AIR first so Nexus has an object worth moving
Compliance does not disappear because a workflow is automated. AIR’s human-in-the-loop design — and the published bias-audit materials — stay on AIR compliance and how AIR stays compliant. Nexus can help with continuous audit logging; it does not replace the interview controls.
How to buy this without a science project
1. Try AIR as a candidate 2. Book a demo with TA and ops together 3. Pick one requisition family and define the rubric 4. Connect AIR to the ATS you already use 5. Only then list the two or three handoffs Nexus should take off coordinators
Nexus publishes time-to-first-workflow as under 30 days. Use that as the ops expectation after the screen is real — not as a reason to skip the screen.
Frequently Asked Questions
What is the difference between AIR and Nexus?
AIR interviews and scores candidates. Nexus automates workflows across enterprise systems. AIR creates screening signal; Nexus moves work.
Is Nexus priced as 75/25 shared savings?
Yes, as published on the Nexus product page: the customer keeps 75% of documented savings; Nexus charges 25%, with no upfront fees described on that page.
Does Nexus replace AIR for candidate screening?
No. Nexus lists “inbound application to scored and ranked” as a recruiting workflow example. The scoring conversation is AIR.
Should we automate before we deploy AIR?
No. Automating an empty screen produces faster unscreened volume. Deploy AIR, then automate handoffs.
How do we start?
Try AIR now. Book a demo for AIR plus Nexus in the same working session.