@AsaTeamAssistantBotFreemium
73 / 100
Score
These Telegram bots take care of people work in a small company: recruiting and applicant tracking, attendance, timesheets and leave requests.
| # | Bot | Price | Languages | Inline | Groups | Score |
|---|---|---|---|---|---|---|
| 1 | @AsaTeamAssistantBot | Freemium · Up to 5 people, 3 active projects, 1,000 messages a month | EN | no | yes | 73 |
| 2 | @hahujobs_bot | Free | EN | no | no | 72 |
| 3 | @freelanceethbot | Paid | EN | no | no | 69 |
| 4 | @InviteToInterviewBot | Freemium · Basic LinkedIn analysis, one resume analysis and an ATS check | EN | no | no | 68 |
| 5 | @gethellybot | Free · Free for candidates and companies; no paid plans announced | EN | no | no | 58 |
We did not run hiring or payroll through these bots. We checked the websites of HR, attendance and applicant tracking services for links to a Telegram bot, confirmed each bot on its t.me page, and took features and prices from the vendor's own pages or official channel. Services whose Telegram link leads to a free username, and bots for candidates rather than employers, were left out of this section; job-search bots have their own.
For remote, field and shift teams a separate HR app is one more thing to forget. A bot records clock-ins from a message, reminds people who forgot and builds the timesheet for payroll. Check how it handles time zones, whether managers approve leave in the chat and what the free plan covers before rolling it out to everyone.
In markets where vacancies are published in Telegram channels, an employer bot is the front door: you post through the bot, candidates apply through the channel. Compare the cost per post with the audience of the channel and ask how applications reach you.
CVs, phone numbers, working hours and leave records are personal data, protected by law in many countries. Choose a service with a named company, a privacy policy and a way to delete records, and collect only what the job needs.
Collecting applications and questionnaires, first-pass screening on formal criteria, booking interviews and reminding candidates. Judging experience, running the interview and deciding who to hire are better left to a recruiter.
CVs, phone numbers and questionnaire answers are personal data, protected by data protection laws in many countries: you need a lawful basis such as consent and must know where the bot stores it. Pick a service that lets you delete applications, and collect only what you need.
Yes, if the filters are rigid: a bot screens on keywords and formal answers, not on real experience. Review rejected applications by hand from time to time, and give candidates a way to reach a human recruiter.
Check that the link to the bot appears on the company's website or in its listing on a known job site. A real employer does not charge for training or paperwork and does not ask for a passport photo or card details before an interview.
