Screening and interviews at volume, without a bigger recruiting team.
Recruitment is a volume game where the first round is almost entirely repetitive: the same questions, the same availability checks, the same follow-ups. That is exactly the work Voice AI takes over.
If that reads like your business, none of it is unusual — and none of it has to stay that way.
Every one of these is a symptom of information being captured more than once, or not captured at all.
No abstractions. For each task your team does today, here is what changes, and exactly which capability does the work.
A recruiter calls each applicant and asks the same questions about availability, notice period, location, and salary expectation. Most calls go unanswered.
A Voice AI agent calls every applicant within minutes of application, runs the structured screen, retries unanswered numbers, and delivers a scored shortlist with transcripts.
How: Voice AI screening agent with structured scoring and automatic retry logic.
CVs in PDF, Word, and photographed formats are read individually, and key details are typed into the ATS.
CVs parsed automatically regardless of format — skills, experience, education, and contact details extracted, normalised, and matched against open roles.
How: Vision AI and document intelligence with automated ATS enrichment.
Matching depends on a recruiter remembering who is in the database and searching by keyword.
Semantic matching surfaces candidates whose experience fits the requirement even when the keywords differ, ranked with the reasoning shown.
How: AI-driven semantic search with explainable ranking.
Scheduling is a chain of emails and calls across candidate, recruiter, and client calendars, repeated for every reschedule.
Availability collected during the screening call, slots proposed automatically against client calendars, and confirmations plus reminders sent without recruiter involvement.
How: Automated scheduling with calendar integration and Voice AI reminders.
Candidates forget or lose interest between scheduling and the interview, and nobody had time to confirm.
Automated reminders at set intervals, with a Voice AI confirmation call the day before that detects hesitancy and flags likely drop-outs early.
How: Voice AI outbound confirmation with sentiment-based flagging.
Candidates hear nothing for days and assume they have been rejected, so they accept another offer.
Every candidate receives status updates at each stage automatically, keeping them engaged without adding recruiter workload.
How: Automated multi-channel engagement across voice, WhatsApp, and email.
CVs are reformatted into the client's template by hand before each submission.
Formatted submissions generated automatically from parsed candidate data in the client's required template, with anonymisation where the client requires it.
How: Automated document generation from structured candidate records.
Right-to-work documents, certificates, and references are chased by phone and tracked on a spreadsheet.
Documents requested automatically, uploaded by the candidate, read and validated on receipt, with expiry dates tracked and renewals prompted.
How: Vision AI verification with automated document workflow and expiry tracking.
Contractor timesheets arrive by email or WhatsApp, are chased weekly, and are typed in for invoicing.
Digital timesheet submission with client approval on a phone, feeding invoicing and payroll directly with no re-keying.
How: Business Process Digitization with approval routing and payroll integration.
Pipeline reporting is compiled manually for weekly reviews and is out of date by the time it is presented.
Live dashboards showing pipeline by role, stage conversion, recruiter performance, and time-to-fill, refreshed continuously.
How: Reporting layer over unified ATS and engagement data.
Indicative ranges from comparable programmes. Your assessment produces numbers for your own operations.
Each is a real, scoped piece of work — usually delivered one at a time, starting with whichever pays back fastest.
Every applicant screened within minutes of applying, with structured scoring, transcripts, and a ranked shortlist delivered to the recruiter.
Availability captured at screening, slots booked against client calendars, and confirmations plus reminders handled end to end.
Semantic search across parsed CVs so the right past applicant surfaces for a new role instead of being lost in the archive.
Right-to-work and credential documents collected, read, validated, and tracked to expiry without manual chasing.
Digital timesheets with client approval on mobile, feeding invoicing and payroll directly.
We integrate rather than replace wherever it makes sense. These are the platforms we most commonly connect to in this sector.
When the workflow captures the work properly, the evidence an auditor asks for already exists.
Every call answered, qualified, and logged — including the ones after hours.
Hand the repetitive decisions to a system that never gets tired.
Stop reading invoices, checking documents, and inspecting by eye alone.
Built around how your business actually works — and maintainable afterwards.
Get the work out of registers, WhatsApp threads, and spreadsheets — and onto a system.
The agent discloses that it is an AI at the start of the call. In practice, candidates respond well to being contacted within minutes rather than days, and to being able to complete a screen at a time that suits them.
Yes. Hindi, English, Punjabi, and the mixture people actually use in conversation are all supported, which matters for volume hiring in operational and field roles.
It removes the repetitive first round. Recruiters keep the judgement calls, the client relationship, and the closing — the parts that are difficult and that clients pay for. Most firms use the freed capacity to run more roles rather than to reduce headcount.
Through the ATS API where one exists, so screening outcomes, transcripts, and scores write straight back onto the candidate record. Where no API exists, we use scheduled import and export, or we discuss whether the ATS is worth keeping.
A short discovery gives you a written picture of where time and money are leaking, and a phased plan to fix it. No obligation.