Certified Service-Disabled Veteran-Owned Small Business

Prepared for Joshua Pascoe & Camila Brandão · HR Shared Services · November 2026

Honeywell ×
Ellis Farms Recruiting

Automated Search. Human Judgment.

The Claire Morningstar AI Recruiting Ecosystem · Follow-up to our conversation of November 2, 2026

What We Heard

Your Questions, Answered in Order.

Honeywell Talent Acquisition, as you described it

~1,000

open requisitions at any given time

4

RPO partners globally, plus an internal team focused on executive roles

~70

countries, concentrated in the U.S., Mexico, India, China, Romania and Germany

Oracle

system of record for every posting, with LinkedIn and the careers site as primary channels

And a large candidate database that is rarely searched before external sourcing begins.

What you asked us to answer

1How does a vendor reach our candidate data, and what does approval look like at Honeywell’s scale?Slide 8 →
2How is bias controlled, and how is every screening decision documented, state by state?Slide 9 →
3How does it work with Oracle?Slide 10 →
4What does it cost at roughly 1,000 open roles?Slide 11 →
5Is it ready outside the United States?Slide 14 →

Meet Claire Morningstar · U.S. Patent Pending

One Requisition, End to End.

Claire is our AI recruiter, built for recruiting from the ground up. She does the searching, ranking, outreach and screening. Your recruiters approve every handoff, and people make every hiring decision.

1
Start
Requisition opens
In Oracle, or emailed by a recruiter to their RVA.
2
Phase 1
Internal Recruiter
Claire searches and ranks your own candidate database first.
3
Your recruiter
Approves the shortlist
No candidate is contacted until a person signs off.
4
Phase 2
Engagement
Outreach, interest check and deal-breaker screening.
5
Your team
Interviews and hires
Qualified candidates are routed to the application, a recruiter or the hiring manager.

Database runs thin?Claire extends the search to the job boards and sourcing tools Honeywell already licenses, through your existing accounts. No new licenses required.

Claire does the workA person makes the callEvery step is logged.

Phase 1 · The Internal Recruiter

Search What You Already Own First.

~4 min

from job description to a ranked, evidence-cited shortlist

Pilot client data

1–2 wks

for the manual database review it replaces

As discussed

Every applicant Honeywell has already attracted, every runner-up from a past search, is sitting in your database. Phase 1 puts them back in front of your recruiters before a single external search, or a single RPO hour, is spent.

How the ranking works

Claire reads the job description and builds the ideal candidate profile.
Must-haves are hard gates. No evidence of a required credential, no place on the list.
A scoring floor, not a quota. Claire returns the candidates who clear the bar, whether that is three or thirty, never a padded top ten.
Every rank cites its evidence from the candidate’s own record, so a recruiter can check it in seconds.
The ranked list goes to your recruiter for approval. Nothing goes to a candidate yet.

Phase 2 · Engagement

Conversations, Not Drip Campaigns.

Once your recruiter approves the shortlist, Claire reaches out and adapts to each reply instead of firing a fixed sequence.

01 · Gauge interest

ColdWarmHot

Every reply is read and sorted by interest. Not now? The candidate is set aside for a later role. Opt out? Honored immediately and permanently.

02 · Screen the deal-breakers

Claire asks the questions your recruiter sets for the role: shift, location, required certifications, pay range. Every answer is recorded against the requisition.

03 · Route to people

Qualified, interested candidates go straight to the application in your system, to a live recruiter, or to the hiring manager’s calendar.

Human controlAt launch, outreach is drafted by Claire and sent with your recruiter’s approval. Any added autonomy is earned on a clean record and switched on only with Honeywell’s sign-off.

How Your Team Uses It · Remote Virtual Assistants

No New Software. Just Email Your Assistant.

Each recruiter gets a dedicated Remote Virtual Assistant (RVA) with its own email address. Your team emails it the way they would email a human assistant, and it goes to work.

Your recruiter writes

To: your RVA · Subject: New requisition

Job description attached. Search our database first, then the job boards. The must-haves are in the JD.

Your RVA replies

Re: New requisition

Ranked shortlist attached, with the evidence behind every candidate. Outreach drafts are ready for your approval.

Illustrative exchange

“Think of it as an Iron Man suit, custom-fitted to each recruiter. It amplifies who they already are and multiplies what they can do, rather than replacing them with scripted automation.”

Brandon S. Gingras · Founder & President

Nothing new to learn. No new software, no new login. If your team can send an email, they can use it.
Fitted to each recruiter: their requisitions, their hiring managers, their standards.
A force multiplier, not a replacement. Your recruiter stays the decision-maker.

The Claire Morningstar AI Recruiting Ecosystem

Six Specialists Behind Every Search.

Claire Morningstar

Recruiting

Profiles the role, ranks the pool with evidence, engages and screens.

Janus VanGuard

Market Intelligence

Reads public filings, industry news and leadership moves to map where the talent is.

Ogilvy Sterling

Creative Studio

Produces recruitment marketing, including video. A person signs off on every piece.

Buttonwood Hamilton

Finance

Runs billing math as deterministic code with human approval. No AI moves money.

Heimdall Turing

Security Operations

A sixteen-agent, read-only security operations center watching the ecosystem’s infrastructure.

Hippocrates

System Health

Monitors every system, restore-tests backups nightly, and reports in counts and IDs, never personal data.

Every agent is configured for the client it serves. Nothing built for one client is reused for another.

Question 1 · Data Access & Approval

Start Without Giving Us Your Database.

Recommended Start

Remote Virtual Assistant Mode

No access to Honeywell systems. Each recruiter emails requisitions to a dedicated RVA, and ranked, screened candidates come back to the same inbox. Your recruiter decides every next step.

No database connection, so no data-access approval is needed to begin
Proves speed and quality on real requisitions first

After Honeywell Approval

Integrated Mode

Scoped access to your candidate database and Oracle, granted through Honeywell’s own vendor, legal, data governance and IT security review.

Least-privilege access, limited to the data Phase 1 needs
Revocable by Honeywell at any time

Private by default

Honeywell candidate data is used only for Honeywell searches.

PII stripped first

Personal details are anonymized before any external query is made.

Isolated

Nothing configured for Honeywell is reused for another client.

In writing

Mutual NDA first, then data processing terms your legal team can review.

Question 2 · Bias & Documentation

Every Screening Decision, On the Record.

What

Every rank, message, screening answer and routing decision

Why

The evidence cited for each rating

Who

Which agent acted, and which person approved

How long

Retained at least three years, extendable to your schedule

Protected characteristics are excluded by design. They are never used to rank or screen, and no signal may stand in for one. Years-in-industry banding, for example, was removed as a potential age proxy.
Every rating cites its evidence, so any screening decision can be explained to a candidate, an auditor or a regulator.
People make every hiring decision. Claire recommends; your team decides.
Jurisdiction is built in. Requirements that vary by state or city, such as notice or bias-audit rules for automated hiring tools, are mapped with your counsel before Claire is used on a live requisition there.

It has already caught one

At a pilot client, the system flagged a candidate rejected for not owning a car, a socioeconomic screen unrelated to the job’s stated requirements. It alerted both our team and the client’s hiring team before the decision stood.

Question 3 · Oracle Integration

Built Around Oracle, Not Beside It.

Oracle stays Honeywell’s system of record. Integration is staged, so each step earns the next, and nothing is connected until your HR technology and security teams approve it.

Stage 0 · Pilot

No integration

Recruiters email requisitions to their RVA; results come back to their inbox. Oracle is untouched.

Needs: a pilot role family

Stage 1 · Read

Requisitions trigger Claire

A new requisition in Oracle starts Phase 1 automatically, reading the job and candidate records.

Needs: read-only API access, approved by IT

Stage 2 · Write-back

Results live in Oracle

Rankings, screening answers and stage changes are written back, so the audit trail sits in your system too.

Needs: scoped write access and a sandbox

Stage 3 · Automate

Posting to pipeline

Posting, sourcing, outreach and status updates run as one flow from Oracle to hire.

Needs: Stage 2 proven in production

Where we stand

Claire already reads from and writes to a pilot client’s applicant tracking system through its API. An Oracle connector has not been built yet. The first step is a technical session with your HR technology team on the Oracle modules in use, API access and a test environment.

Question 4 · Economics

Priced Like Software, Not Headcount.

Pilot pricing

$5,750/ month

plus AI usage, billed at actual cost

Up to five recruiters, each with a dedicated RVA and the full ecosystem behind it.
Standard rate: $3,275 per RVA per month. Five RVAs at the standard rate would run $16,375 a month.
Rates locked for active clients. No increases.
Capacity scales without hiring. A new RVA comes online in about an hour, with no recruiting, onboarding or ramp time.

Cost per hour of recruiting work

$0.77

Claire, all-in AI cost in a September 2026 pilot run

Pilot data

~$7–8

Typical RPO

Estimate

~$43

Internal recruiter

Estimate

90 minutes

From job description submitted to forklift operator hired, at a pilot client.

Pilot figures come from mid-market staffing clients and are not a forecast for Honeywell. Comparison rates are the estimates discussed on our call.

A Low-Friction Pilot

Prove It on One Slice First.

Scope: One or two high-volume U.S. role families, chosen by Camila’s team
Team: Up to five recruiters, each with a dedicated RVA. No database access and no Oracle connection.
Investment: $5,750 per month, plus AI usage billed at actual cost
Alongside: Runs next to your current RPO on comparable requisitions, so the comparison is direct
Measures: Agreed before day one: time to shortlist, recruiter hours, candidate response, interviews scheduled, time to fill, cost per hire
Decision: At the end of the window, Honeywell chooses: expand, integrate with Oracle, or stop

Why start here

It needs no data-access approval to begin, so it can run while your legal, data governance and IT security teams review the integrated path. Results come from your own requisitions, measured against your own baseline.

Working with your RPOs

Claire can feed ranked shortlists to your RPO partners or carry requisitions directly. The pilot shows where each model makes sense.

Beyond the Pilot

Your Own Branded Hiring App.

Once the pilot proves out, the same RVAs can be built into a candidate-facing app where candidates apply, qualify and interview in one place.

01 · Apply
Apply in the app
Candidates apply directly, on any device.
02 · Qualify
A quick chat with an RVA
A short conversation confirms the role’s minimum qualifications.
03 · Interview
Voice or video
Interviews by voice call or video chat, with a live recruiter or an RVA.
04 · Route
On to your team
Qualified candidates move to your recruiters, with every step on the record.

Entirely Honeywell’s

Your logos and color scheme
The app name you choose
The RVA avatar you choose
A cloned voice of your choosing for voice and video calls, with the speaker’s consent

Question 5 · Readiness

Where We’re Proven. Where We’re Not Yet.

Proven with pilot clients

Ranking an employer’s own candidate database against a job description
Engagement and deal-breaker screening on live U.S. requisitions
Reading from and writing to a client’s applicant tracking system
Audit trail and fairness controls on every decision

New territory, and we will say so

Enterprise scale: Honeywell would be our largest client
Hiring outside the U.S.: limited activity in Canada to date
An Oracle connector, not yet built

International, one country at a time

Start in the U.S. Then add countries individually, each reviewed with local counsel for data protection (GDPR in Romania and Germany, India’s DPDP Act, China’s PIPL, Mexico’s federal data protection law), local labor rules and language before Claire touches a requisition there.

Next Steps

What Happens Next.

1
Mutual NDA
Opens the full walkthrough, including the stages we could not show on the call.
2
Security, privacy and compliance packet
Data handling, PII anonymization, audit trail and retention, for Joshua’s review.
3
Oracle technical session
With your HR technology team, to define Stage 1 access.
4
Pilot agreement
Up to five RVAs at $5,750 per month, plus AI usage at actual cost.
5
Pilot scope
The recruiters, role families, measures and window, set with Camila’s team.

Who else should be in the room? Legal, data governance, IT security and procurement are welcome at any step.

Brandon S. Gingras

Founder & President, Ellis Farms Recruiting
Retired USAF Combat Controller · 20 years in recruiting

704.999.2830
Brandon@EllisFarmsRecruiting.ai

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Honeywell ×Ellis Farms Recruiting