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AI Dialer

Solutions · Staffing & HR

Calling software for staffing agencies and HR teams

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Reviewed by Sujan ThapaliyaLast updated

Staffing & HR calling, in one paragraph

Staffing runs on two activities that scale badly with headcount: reaching candidates who rarely answer, and asking every one of them the same screening questions. Both are volume problems, and both are solvable without hiring more coordinators.
Why calling for staffing & hr depends on owning the numbers: a shared pool mixes your calls with thousands of others on the same block, leaving reputation outside your control and capping attestation at B. Numbers you own carry only your calling, so reputation is yours to fix, callbacks reach your team, and calls sign at A attestation with branded caller ID.
The industry constraints differ. The number-ownership argument is the same in staffing & hr as anywhere else.

The problem

What actually goes wrong

Recruiters spend their day on the two parts of the job that do not need a recruiter: dialing numbers that do not answer, and running the same five-question screen. Meanwhile the placements are lost in the days spent scheduling.

The numbers behind it

Candidate answer rate
Often under 15% on first attempt
Attempts before contact
Typically four to seven
Screening call
5 to 10 minutes, almost entirely scripted
Where placements are lost
Scheduling delay, not interview performance

The pattern

How the phone behaves in staffing & hr

Fill rate is a function of how many workers see the offer in the first ten minutes, not how many are on the list.
Shift-fill urgencyChannel that fills itRealistic response window
Same shift, under 2 hoursSimultaneous text blast, then calls10 to 20 minutes
Next-day shiftText with accept link2 hours
Week aheadText, then follow-up call to non-responders24 hours
Long-term placementScheduled callDays
Compliance chase (documents)Text with link, escalate to call48 hours

What you get

Built for how staffing & hr teams actually use the phone

Parallel dialing for candidate outreach

Work a sourced list several lines at a time so recruiters spend the hour talking rather than listening to ringtone.

AI phone screening

Availability, right to work, salary expectation, and notice period: asked identically every time, with qualified candidates booked straight into a recruiter's calendar.

Structured summaries into the ATS

Every conversation transcribed and summarised against your fields, so submissions are built from what was actually said.

Multilingual screening

Screen candidates in their own language without hiring for it.

Shift and placement notifications

Voice broadcast and SMS for shift offers and start-date reminders, with keypress or reply confirmation captured.

Compliance

The rules this industry lives under

These are enforced by the platform, not documented in a PDF you are expected to follow. This is a summary and not legal advice.

Consistent, structured screening

The same questions in the same order for every candidate. Also the defensible position on fairness.

Candidate consent and recording notice

Announcement and consent capture on every screen, retained with the candidate record.

Retention that expires

Candidate recordings and transcripts deleted on a schedule you set, which is a GDPR requirement and good practice everywhere else.

Products

What staffing & hr teams use most

Parallel dialer

A parallel dialer places several outbound calls at once for a single rep and connects the first one a human answers, dropping the rest.

AI voice agent

An AI voice agent is a conversational system that answers and places real phone calls on your numbers.

Voice broadcasting

Voice broadcasting sends one recorded or synthesised message to thousands of phone numbers at once.

Business SMS

Business SMS lets your team send and receive texts from the same numbers you call from, in one shared inbox.

Frequently asked questions

Will candidates engage with an AI screener?
Most will, when it is disclosed up front and it respects their time. Candidates dislike being ghosted and being made to wait far more than they dislike an efficient screen that books a real interview at the end.
Can it handle shift notifications at volume?
Yes. Voice broadcast and SMS reach a whole roster in minutes, with confirmations captured per person rather than chased individually.

Sources

  1. Combating Spoofed Robocalls with Caller ID Authentication — Federal Communications CommissionThe STIR/SHAKEN framework, the attestation levels carriers sign calls with, and the mandate requiring providers to authenticate caller ID.
  2. 47 U.S.C. § 227 — Restrictions on the use of telephone equipment — Cornell Legal Information InstituteThe Telephone Consumer Protection Act itself — the consent requirements, calling-hours limits, and private right of action.
  3. Telemarketing Sales Rule — Federal Trade CommissionDo-not-call obligations, abandonment-rate limits for predictive dialing, and required call disclosures.

Set this up for your staffing & hr team today

No implementation project and no seat licences. Claim your numbers, import your list, and start; the compliance guardrails are on by default.

  • Same-day setup
  • No subscription
  • Compliance enforced by the platform
Get early accessSee pricing