Yes. SleekAI reads your live WordPress content, so the moment you publish a new job post or close an existing one, the chatbot answers reflect the change. There is no retraining step, no manual sync, and no risk of the bot directing candidates to a role that closed last week. For companies whose hiring plan moves fast, this matters more than any other feature, because applications to closed roles waste candidate goodwill.

SleekAI itself does not capture applications, but it links candidates to your existing ATS or careers form, Greenhouse, Lever, Workable, Ashby, or your custom flow, at the right point in the conversation. That keeps applicant data in one place and avoids a separate channel of leads to reconcile. The chatbot acts as the discovery and qualification layer, not a duplicate ATS.

SleekAI only quotes bands you have already published. If your job posts include salary ranges or your careers page has a published ladder, the bot will quote them. If your bands are private, the bot says so honestly and encourages the candidate to ask the recruiter during the first stage. We recommend publishing bands; transparency consistently improves application quality.

Yes. If a candidate writes in French, German, Spanish, or any other language the model supports, SleekAI replies in that language. This is useful for international hiring where candidates feel more comfortable researching roles in their first language. Job titles and team names keep their published form so candidates can match the chatted answer to the on-page job posts.

Yes. SleekAI supports multibot, so each careers page can have its own chatbot scoped to its own roles and process. For groups with separate engineering, sales, and operational tracks, or with multiple brand sites, the per-page config keeps each chatbot focused on the right openings without surfacing roles from a different team.

SleekAI is a one-time WordPress plugin license. You bring your own OpenAI API key, so usage cost is just the tokens, typically a fraction of a cent per conversation. Compared to monthly SaaS recruitment chat tools that charge per role or per session, the total cost stays low even when a viral job post drives a sudden traffic spike.

No, intentionally. The chatbot is a discovery and explanation layer, not an automated screener. Decisions about who advances stay with humans in your hiring team, supported by your ATS. Conversational screening tends to introduce bias and discourage strong candidates; we keep the bot firmly on the information-delivery side of the line.

Yes, as long as your job posts state the policy. The bot reads sponsorship and relocation language from each post and quotes it verbatim. For roles where policy varies by location or seniority, we recommend stating it on each post; the bot will mirror that detail to candidates instead of giving a generic blanket answer that may be wrong for a specific role.