Phone Screening

Company needs to screen 150 applicants for customer service roles in one week.

"AI handles the volume: "I've set up automated phone screens for all 150 applicants. Here's the plan: All candidates received personalized invitations to schedule their 15-minute screen at their convenience, with slots available 7am-10pm in their local timezone. Questions customized for customer service: communication skills assessment, availability verification, scenario-based problem solving, and salary expectations. Progress so far: 98 candidates have completed screens (65%), 32 are scheduled for today/tomorrow, 12 have requested alternative times, and 8 haven't responded (I'll follow up via text). Results from completed screens: 34 candidates scored 'Highly Recommended' with excellent communication and full availability. 41 scored 'Recommended' with minor concerns noted. 23 scored 'Not Recommended' due to availability conflicts or communication issues. I've prepared detailed summaries for the top 34 candidates with call highlights. Ready to move them to hiring manager interviews?""

Need to verify basic technical knowledge before engineering interviews.

"AI conducts technical screening: "I've completed technical pre-screens for the 28 software engineer candidates. Here's what I assessed: Basic technical questions covering data structures, algorithms complexity, system design concepts, and language-specific knowledge (based on their resume). Results breakdown: 8 candidates (29%) demonstrated strong fundamentals - they correctly explained Big O notation, could discuss trade-offs between data structures, and showed depth in their claimed languages. Recommend fast-tracking to technical interview. 12 candidates (43%) showed adequate fundamentals with some gaps - good for junior roles or may need targeted technical interview. 8 candidates (28%) struggled with basic concepts - significant gaps between resume claims and demonstrated knowledge. Notable flags: 2 candidates couldn't explain projects listed on their own resumes. 3 candidates showed exceptional depth and asked thoughtful questions back. I've timestamped key moments in each call transcript so interviewers can review specific answers. Want me to schedule technical interviews for the top 8?""

Recruiting team wants to re-screen candidates from old applications for new roles.

"AI re-engages talent pool: "I've initiated re-engagement screens with your historical candidate pool. Approach: Identified 340 candidates from the past 18 months who weren't hired but were qualified - either runner-ups or timing didn't work. Sent personalized outreach mentioning their previous application and current openings that match their background. Results so far: 127 candidates responded positively and completed updated phone screens. Key findings: 45 candidates are now employed but might be open to discussion - I've tagged them as 'passive interested.' 52 candidates are actively looking - updated profiles and availability captured. 30 candidates have gained significant new experience since last application. Updated assessments: 34 candidates are now strong matches for current roles - including 8 who previously lacked experience but have since grown. 12 candidates specifically asked to be considered for the Senior Developer role. I've created a 'warm pipeline' segment in your ATS with these re-engaged candidates. Some already know your company and culture - faster time to hire potential. Want me to prioritize any specific roles?""