AI Candidate Screening

Automate Screening Calls & Interview Scheduling

Recruitment voice AI that calls candidates instantly, asks screening questions, captures experience and salary, and schedules interviews.

The problem

• Recruiters make 100s of manual calls per day
• Candidates don't answer unknown numbers
• Manual screening eats recruiter bandwidth
• Follow-ups get delayed or missed entirely
• Interview no-shows are common
• After-hours calling isn't scalable

What it does

• Call candidates instantly when applications come in
• Ask screening questions — experience, skills, notice period
• Capture salary expectations & availability
• Schedule or reschedule interviews automatically
• Send WhatsApp/SMS confirmations & reminders
• Log outcomes and sync to ATS/CRM
• Bulk hiring support — BPO, campus drives, field roles
• Human handoff for complex conversations

How it works

1. Candidate Applies - Voice AI initiates contact instantly when a new application arrives
2. AI Speaks & Screens - Natural conversation — asks experience, skills, availability
3. Interview Scheduled - Books interview slot in real-time and confirms
4. Results Logged - Transcripts, scores & next steps synced to your ATS

Results

• Minutes - From application to screening call
• 24/7 - Candidates reached after hours
• WhatsApp - Interview confirmation

What a screening call can and cannot decide

A phone screen has a known shape: a handful of factual questions whose answers either meet the role's floor or do not. That is what the agent runs - years of experience, current and expected CTC, notice period, location and shift preference, one or two role-specific questions you write - and it records the answers as fields, not notes. What it does not do is judge: it does not rate communication skills, read enthusiasm or decide who advances. A recruiter does that from the answers, in a list sorted by them, with the transcript one click away.

Writing questions a phone call can carry

Screening questions fail when they are written for a form. Three rules make them work on a call.

• One fact per question: 'How many years have you worked in inside sales?' not 'Tell me about your sales background'
• Thresholds set in the dashboard, not in the question: the agent asks the same way and the filter is applied afterwards
• The role-specific question last, once the basics are captured, so a candidate who fails the floor is not asked to explain a technical process
• Always end with the interview offer or a clear 'the recruiter will call you' - never a dead end

Inbound and outbound, the same screen

Job-board postings produce calls as well as applications, often on Friday evening. The agent answers those with the same screening questions, so an inbound candidate and an outbound one land in the same list with the same fields. Interviews are booked into the recruiters' shared calendar and confirmed on WhatsApp to both sides, with a reminder before the slot.

Recruitment agencies · Interview scheduling calls · Setup playbook

Frequently asked questions

If this sounds familiar

• We keep missing calls - what is that costing?
• Customers ring after we close
• The line is engaged all morning
• Should I hire a receptionist?
• People book and then do not turn up

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