Better candidate conversations. Less recruiting busywork.
Give your recruiting team an AI assistant for candidate intake, interview scheduling, employer inquiries and follow-up. Your recruiters stay focused on relationships and placements.
Your recruiters should be placing talent, not chasing it.
Boutique and specialized firms win on relationships. The work that gets in the way is repetitive, time-sensitive and easy to hand to a well-trained AI assistant.
One assistant for both sides of the desk.
Recruiting firms run two businesses at once: finding talent and winning clients. Each capability is marked with where it stands today, so you know what you are buying.
Runs on voice AI capabilities already live for our clients: answering, structured questions, call summaries, transcripts, calendar booking and text follow-up.
Works today, but depends on your scripts, your calendar, your candidate list and the systems you run. We scope and configure it with you.
Being built and validated with a small number of firms before it is offered more widely. Ask to be one of them.
Never let a new hiring opportunity go unanswered.
Employer-facing. Every inquiry from a business that wants to hire is new revenue for your firm, so it gets answered and qualified first.
Faster, more consistent candidate conversations.
Candidate-facing. The same questions asked the same way every time, with the answers organized for your recruiter.
Practice that makes people better.
Coaching for the candidates you represent and the recruiters on your team.
AI handles the conversation. Your recruiter makes the call.
Every conversation ends with a person reviewing what was said.
- 01Candidate or employer reaches out
- 02AI holds a structured conversation
- 03Summary and transcript go to your recruiter
- 04Your recruiter reviews and decides
- 05Next step booked on the calendar
Help candidates walk into interviews better prepared.
Before a candidate meets your client, they run a spoken practice interview with an AI agent prepared for that exact role. It asks the questions a hiring manager would, follows up when an answer is thin, and ends with practical feedback. A better-prepared candidate reflects well on your firm, and interview prep is a service most firms cannot staff.
- AWS cloud architect technical interview
- Senior software engineer interview
- Financial services data engineer interview
- Sales executive behavioral interview
- Customer support and BPO interview
Interview coaching is in a pilot program. We are building the first role tracks with a small number of recruiting firms and validating the feedback before it is offered more widely.
Your next placement might already be in your database.
Every firm has years of candidates it already screened, liked, and lost touch with. The AI works through the ones who agreed to hear from you: it asks whether they are open to a new role, updates availability and location, and books a call with the recruiter when the answer is yes.
It runs the same way as our database reactivation campaigns for other industries, built on Outbound AI. We start by reviewing how the list was built, because AI-voice calls need prior consent.
Built for recruiting, with people in charge.
Hiring is regulated, and candidates deserve to know how they are treated. These rules apply to every recruiting workflow we set up.
- The AI says it is an AI
Every conversation opens by identifying itself and your firm, so nobody is misled about who they are talking to.
- Recruiters make the decisions
The AI gathers and organizes information. It does not score, rank, reject or advance candidates. A person does that.
- A person is always available
Candidates can ask for a recruiter at any point, and the call transfers or a callback is booked.
- Outreach only with permission
Outbound calls and texts go to people who agreed to hear from you, with a clear way to opt out on every contact.
- Records stay in your systems
Summaries, transcripts and outcomes are written to the calendar and CRM you already use.
Connected to the tools your desk already runs.
The assistant runs on the same platform as our AI Receptionist, set up for recruiting and handing off to your people.
Interviews and consultations booked against real availability.
Contacts, call outcomes, notes and follow-up written back automatically.
Connected through an API or webhooks where the system supports it, and scoped per system before anything is quoted.
Hands the call to a recruiter mid-conversation, or books a callback when nobody is free.
The recruiter gets the key facts the moment the call ends, with the full transcript attached.
Frequently asked questions
What is an AI recruiting assistant?
It is a voice AI agent that holds structured phone conversations for your recruiting firm. It answers candidate and employer calls, asks the questions you define, books interviews and consultations, and sends your recruiters a summary of every conversation.
Does the AI decide which candidates move forward?
No. It collects information consistently and passes it to your recruiters. It does not score, rank or reject candidates, and it does not deliver offers or rejections. Those decisions and conversations stay with your team.
Will candidates know they are talking to AI?
Yes. The agent identifies itself as an AI assistant for your firm at the start of every call, and candidates can ask for a person at any time.
Does it work with our applicant tracking system?
Calendars and CRMs connect directly. Applicant tracking systems vary: some connect through an API or webhooks, others need a custom integration. We confirm what is possible with yours before anything is quoted.
Can it call candidates already in our database?
Yes, for candidates who agreed to be contacted. Calls that use an AI voice need prior consent under federal rules, so we start by reviewing how your list was built and which contacts qualify.
How does AI interview coaching work?
The candidate has a spoken practice interview with an AI agent prepared for a specific role or job description. It asks questions, follows up on answers, and gives practical feedback at the end. It is in a pilot program with a small number of firms right now.
What about laws on AI in hiring?
Several states and cities regulate AI used in employment decisions, including Illinois, New York City and Colorado. Our recruiting workflows keep decisions with your recruiters, disclose the AI, and offer a human alternative. We review each workflow with you, and your own counsel should confirm what applies to your firm.
Your next great placement starts with a conversation.
Book a consultation. We will look at where your recruiters lose the most time, which workflow to start with, and what your calendar, CRM and applicant tracking system can connect to.
Let the AI call you.
Pick your industry and enter your number. The same voice agent that answers for our clients calls you back in about twenty seconds.