Screen More Candidates Without Adding Recruiters.
An AI voice agent that runs first-round phone screens and books interviews without a recruiter on the line.
Recruiting & Talent Teams
A distribution center opening a new shift posts the requisition and gets hundreds of applications within days. Each one needs a first call. The applicant works another job during the hours your recruiters are at their desks, so the first attempt goes to voicemail, and the second, and by the time the recruiter connects, a competing warehouse has already made the offer.
Recruiters feel it from the other side. Their calendars fill with repetitive screens that ask the same questions about availability and pay, and the candidates who reach an interview are the ones who happened to be reachable. Hiring managers wait too long for a slate, and the experienced hires with other options hear from the team last.
The agent calls each applicant shortly after the application lands and runs the structured screen you built for that requisition. It confirms the shift the person can work, their location, pay expectations, required certifications or licenses, and anything else the role demands. It answers the applicant's own questions about the job from information you provide. Candidates who meet your criteria are booked onto the hiring manager's calendar and receive a confirmation and a reminder. Applicants who miss the call can call back at any hour. Responses are transcribed and scored against your criteria, then written to the applicant tracking system.
Capabilities
What it handles
- First-round phone screens built from the questions you write for each requisition
- Confirmation of availability, shift preference, and the earliest start date
- Interview scheduling with confirmations and reminders that cut down on no-shows
- Answers to common applicant questions about pay, benefits, location, and what happens next
- Re-engagement calls to past applicants when a matching opening is posted
- Onboarding reminders covering paperwork, drug screens, and first-day instructions
- Bilingual screening to reach candidates who prefer another language
Fair and consistent
Every applicant for a given role hears the same questions in the same order. The agent asks only what you loaded; it does not improvise follow-ups or wander into topics outside the screen. You define the questions, the scoring criteria, which answers disqualify, and who sees the results. Each screen lands in your applicant tracking system as a transcript with a score, so a recruiter can read exactly what was asked and answered.
In practice
A typical call
An applicant for a forklift operator position gets a call from the agent the same afternoon she applied. The agent confirms she can work the overnight shift, asks whether she holds a current forklift certification, checks her commute, and asks about her pay expectations. Her answers clear the screen, so the agent books her for an in-person interview with the shift supervisor and sends a confirmation. The recruiter sees the scored transcript in the applicant tracking system before the interview.
Outcomes
What changes
Time-to-hire shrinks because the first conversation happens the day someone applies, and applicants hear back while they are still interested. Interview show rates improve when confirmations and reminders go out on their own. Recruiters spend their energy on finalists and hiring managers, and the voicemail tag disappears. The fit is strongest for warehouse, healthcare, hospitality, retail, and seasonal hiring, where volume is high.
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