Candidate screening at 15× volume.
A high-growth e-commerce operation in Colombia was running first-round screening calls by hand and couldn't keep up with hiring. We put voice agents on the first round: they call, score candidates, flag the top profiles, and hand off to recruiters — who now spend their time closing instead of dialing.
The first round was the bottleneck.
Hiring volume was climbing faster than the team could screen. Recruiters were spending their days on first-round phone calls — the same questions, over and over — just to find out who was worth a real conversation. They topped out around 1,200 screening calls a month, and the pipeline backed up behind them.
Every hour on a routine first call was an hour not spent closing a strong candidate. Good people went cold while they waited in a queue, and the cost of slow screening was felt directly in roles left open. The work that mattered was the work nobody had time for.
A voice agent that runs the whole first round.
A complete screening stack under the client's brand: the agent makes the calls, scores what it hears, and hands recruiters a ranked shortlist.
First-round calls, on autopilot
The agent runs the entire first round — calling candidates, asking the screening questions, and holding a natural conversation in local Spanish. Volume stops being a constraint.
Every candidate scored consistently
Each call is scored against the same criteria, so candidates are judged on what they said — not on which recruiter happened to call them or how late in the day it was.
Top profiles flagged automatically
The strongest candidates rise to the top and get flagged the moment a call ends. No more digging through a backlog to find the few people worth a follow-up.
A clean handoff to recruiters
Flagged candidates land with the recruiter alongside the call summary and score, ready for a closing conversation. The agent does the first round; people do the part that needs people.
Embedded with the team, then handed over.
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We sat with the talent team, listened to real screening calls, and pinned down exactly what makes a candidate worth a recruiter's time.
Build
We built the agent, the scoring logic, and the handoff — tuned on real conversations and tested against past calls before it dialed a single live candidate.
Scale
We turned up the volume in steps, watching scores and recruiter feedback, until the first round was running end to end without a queue behind it.
Transfer
The stack runs under the client's brand and in their hands. They own the agent, the scripts, and the data — and can adjust the screening as their roles change.
From 1,200 calls to 18,000 a month.
Screening went from 1,200 manual calls a month to 18,000 automated ones — a 15× jump — and candidates now reach an interview five times faster. The pipeline stopped backing up at the first round, and strong people stopped going cold in a queue.
Recruiters got their week back. Instead of dialing, they spend their time closing the candidates the agent flags. The screening stack was built on our Voice AI Infrastructure service, under the client's brand and transferred to their team — they run it, change it, and own it.
“We did 1,200 screening calls a month by hand. Now we do 18,000 and our recruiter focuses on closing.”
Screening drowning your recruiters?
Give us 30 minutes and we'll map where voice agents fit in your hiring funnel — and what it would take to put the first round on autopilot. Built on our Voice AI Infrastructure, owned by your team.