Industry use case · 5 min read
Recruiters waste 80% of their time on candidates who fail the first three screening questions.
A staffing agency hiring for a customer-service role gets 200 applications a day. Their recruiter realistically calls 30 of them. The other 170 are filtered by resume-keyword match, which is roughly accurate at predicting whether the candidate is a good fit.
AI calling lets the recruiter call 200 candidates a day — at 90 seconds each. Confirms current location (deal-breaker for many roles), shift availability, English/Hindi proficiency, and notice period. Filters out 60 % of applications before a human ever spends time on them.
Most candidates have applied to 12 jobs and heard back from zero. A respectful 90-second AI call — “we received your application, here are the basic requirements, are these a fit?” — is more than they got from any other employer that week. Employer brand actually improves.
Recruiters who run this end up doing what they’re actually good at: deeper conversations with the 30 candidates who passed pre-screen, instead of cold-calling 30 random ones.
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