Recruiting
The first call to a hundred candidates, in one afternoon.
In volume recruiting, the first call to a candidate always asks the same four questions and ends, at best, with an interview slot. It is the most repetitive call in the whole process and the one that slips the most, because the recruiter has something else to do.
The assistant dials candidates from a list, confirms interest in the role, asks about availability, location and salary expectation, offers a slot from the recruiter calendar, and writes the result as structured output. It does not assess the candidate and makes no hiring decision.
Where it fits and where it does not
It fits at volume and for roles with objective criteria. It does not fit where the first call is already a conversation about substance.
Confirming interest
The candidate applied three weeks ago. The first question is whether they are still looking.
Objective criteria
Location, shift availability, licence, years of experience. Facts rather than judgements.
Salary expectation
Asked directly and recorded as a range, because it is the most common reason an interview is pointless.
Booking the interview
A real slot from the recruiter calendar, chosen during the call.
The interview reminder
A short call the day before, because a no-show costs an hour of somebody diary.
From a list to an interview in the calendar
The flow runs as an outbound campaign, and the part that matters legally is that no decision is made automatically.
- 01 Upload the candidate list Names, numbers and the role applied for. Extra columns become variables usable in the prompt.
- 02 The assistant introduces itself and says why The company, the role, when they applied. A recruiting call that does not say up front where it got the number is a call that gets hung up.
- 03 Ask the objective questions Four or five, not fifteen. The answers go in as structured output, with the same fields every time.
- 04 Offer the interview slot From the recruiter calendar through the availability tool, creating the event with the candidate name and the role.
- 05 Hand it to the recruiter Every answer, plus the transcript, reaches the person. The sorting and the decision are theirs.
What the recruiter receives
What matters is a comparable table, with the same fields filled in for every candidate dialled.
| The structured answers | Location, availability, salary range, interest confirmed, under the same field names each time. |
|---|---|
| In the recruiting sheet | One row per candidate in Google Sheets or Airtable, ready to sort. |
| In the calendar | The interview, with the candidate name and the role in the description. |
| On the call record | The full transcript, which is the one thing a recruiter actually reads before an interview. |
What it does not do in recruiting
Recruiting is the field where an automated decision about a person has direct legal consequences. The product makes no decisions.
- It does not assess or score candidates It gives no marks, ranks nobody and recommends nobody to invite. It gathers answers and hands them over.
- It rejects nobody It communicates no rejection and ends nobody process. An answer that does not match the criteria stays a row in a table, not a rejection.
- No link to recruiting systems There is no connector for applicant tracking platforms. The link is your own HTTP tool or an MCP server.
- It does not analyse voice or tone We infer nothing about a person from how they speak, and we are not going to build that.
- It does not take over your obligations Telling candidates how their data is processed, and that they spoke to an automated system, stays with you.
What recruiters ask us
Do candidates accept an automated call?
Better than they accept a call that never comes, but it depends enormously on how it is written. The rule that works: say in the first sentence who is calling, for which role, and where the number came from, and offer the option of speaking to a person straight away. A call that hides what it is loses the candidate and the reputation.
Can it do a technical screen?
No, and it should not. It can confirm verifiable facts, such as declared years of experience or a driving licence. Anything else is an assessment, and assessment stays with the recruiter.
Does it connect to our applicant tracking system?
Only through an HTTP tool written over its API. We have no ready-made connector for any recruiting system. Without one, the list is uploaded from a file and the results are written to a sheet.
How many candidates can be called in a day?
The practical limit comes from your telephony account and the pacing set on the campaign. We are not putting a figure here because we have not run a large wave in production, and the status page states what has been run so far.
Where to go next
Outbound campaign
Contacts, pacing, window, compliance, start, report.
Integrations
25 business connectors, 18 selectable providers, eight storage destinations.
Assistants
Transcriber, model, voice, tools, knowledge, and a way to prove it still works.
Pricing
Components at their published price, the platform on top, and what we cannot price yet.
Notes
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1
The tools named on this page are the ones in
App\Services\Integrations\ConnectorRegistrycarryingimplemented. Anything that is only in the catalogue, without that flag, is not named here as though it worked. - 2 No decision is made by the product. Answers arrive as structured output with the same fields, and ranking and decision stay outside the system.