Every hiring call read, not the five you had time for.
When applicants arrive by phone, the difference between your best recruiter and your newest one is a set of behaviours nobody has written down and nobody can observe at scale. This reads every call against your own standard and tells you which behaviours actually move applicants forward.
You hear a fraction of the calls
Hundreds of conversations a week and a manager with time for a handful. The objection that keeps losing applicants is on a recording nobody opened.
New recruiters ramp by osmosis
The playbook lives in one veteran’s head. A new hire learns it by sitting nearby, which takes months and does not survive them leaving.
You cannot say why the top performer is on top
You know who books the most. You do not know which part of what they do is the part worth teaching everybody else.
Your evaluation form, applied to every call
The scorecard your managers already use – your questions, your definitions, your not-applicable rules – run against every conversation rather than a Friday sample.
Coaching notes that cite the call
Per question, what the pattern is across the misses and the one behaviour that would fix it. Every claim links to the call that supports it, with the transcript on the same page.
Outcomes over real opportunities
Close rate measured against calls where someone actually spoke. Unanswered numbers and wrong numbers are excluded rather than counted as losses nobody could have prevented.
The 9pm applicant is screened at 9pm
An AI agent takes the call when nobody is free, asks your qualifying questions in your order, and hands your team a warm applicant with the intake already done.
Questions that used to need a week of listening.
- ?Which stage of the call are we losing people at, across the whole team?
- ?Is the new recruiter’s third month better than their first?
- ?What do our best calls do that our worst calls skip?
- ?When during the week do people actually pick up?
You already know what a good hiring call sounds like. This is the system that checks every one of them against it, and hands each recruiter the specific calls behind the feedback.
Send a week of recordings in whatever form you have them – an export, a link, or a folder – and we will walk you through what they say. No integration required to find out.