For a qualified candidate, that can be a branch visit or an appointment with your recruiter or hiring manager. Your settings decide the handoff. Your recruiters make the placement.
Bring a real job and a real resume. Watch it get screened, scored, and scheduled.
Every readable resume, then a real phone conversation.
A candidate applies. RecruitAi reads their readable resume against your job’s requirements, including relevant experience and must-haves. The result includes a written rationale, so your team can see why the candidate moves forward.
Set the resume and screening thresholds for each job. Candidates without a readable resume remain visible for review.
Calls launch automatically when a resume passes your rules, within permitted hours in the candidate’s local time. Nobody presses a button. Your agent identifies herself as an AI, asks the job’s questions, and follows up on the answers.
Choose a quick qualification screen or a deeper conversation for the role. A missed or incomplete call remains visible; retries and requested callbacks follow your calling rules.
Both scores together, one qualification decision.
The resume and phone screen are scored together. Your team sees both scores, strengths, concerns to verify, what was not assessed, and a plain summary of the recommendation.
Your job's qualification bar decides who moves forward. Nothing reaches a calendar without a score.
The next step, agreed on the call.
Before offering an appointment or visit, your agent checks the conversation against your screening bar. If the candidate qualifies, she offers your walk-in window or real open calendar slots. For hourly roles, the aim is today or tomorrow.
Your agent uses your actual settings and calendar. She does not invent availability or promise a job, pay rate, or start date. A candidate below the qualification bar gets a polite close.
A final check after the call verifies the result before the confirmation text. With Approval first, your recruiter or hiring manager approves the proposed time before anything is scheduled.
The scheduled event carries the resume score, screen score, and a link to the screen, plus a summary for the recruiter. The candidate gets a text with the recruiter or hiring manager’s name, branch or team, address, or phone and video interview details.
For walk-ins, the branch gets a morning text and email with expected arrivals and screening context. Optional instant alerts announce new arrivals. Recruiters meet, verify, and place.
Candidates change their minds. Calendars fill up. Branches and hiring teams get busy. Here is how the planned workflow handles the real day.
Your agent records the reason and keeps the candidate in the review list. Your recruiter can follow up by text from RecruitAi.
The after-call check is the final word. If it disagrees with the in-call result, the candidate gets a neutral follow-up text instead of a visit confirmation, and the team reviews the screen.
Your agent uses the branch’s configured walk-in window and alerts the manager. Where no walk-in window is set, the team needs to resolve the next step; your agent never invents a slot.
Set a daily walk-in cap. Once it is reached, your agent offers the next available day. Your morning brief shows that the branch is at capacity.
Blocked time stays blocked. A configured recruiter pool can cover an absent recruiter. Your recruiters can move or decline an event like any other meeting, and your agent handles the candidate update and rescheduling.
At the same branch, keep it to one visit and show both jobs in the brief. Across branches, each branch’s rules and clearly labeled confirmation apply, with a daily visit limit set during implementation.
Use Approval first. Your team sends the assessment and approves the next step when ready. Automatically sending assessments is a later possibility, not part of this workflow.
The reply reaches your branch or team for a human response. Your agent sends confirmations, reminders, and rescheduling messages; she does not run an open-ended text conversation.
Decline that day’s arrivals or events so they can be rescheduled. Add the closure to your branch settings to prevent new invitations for that day.
They are still on the branch brief. The branch decides how to handle the arrival, just as it does today.
Invitations keep working. Attendance stays unknown, and the summary reflects that instead of assuming someone showed up.
Your recruiter can mark the candidate as not a fit and add a short reason. The feedback informs a review of the scoring. Your recruiter keeps the placement decision.
Agree the settings together, then let them guide each application through the next step.
Your IT admin connects your recruiters' calendars and sets interview availability; see supported calendars and meeting tools.
Choose Review only, Send them in, or Book my calendar, then Instant booking or Approval first, for each branch or team, with job and campaign overrides.
Choose the resume and screening thresholds, must-haves, questions, and depth for each job.
Set the contact, location or interview format, and walk-in days, hours, closures, and what to bring where visits apply.
Then it runs: applications are scored, eligible calls launch during permitted hours, and qualified candidates move to the next step your settings allow.
See the calling safeguards and data protections behind the workflow.
Bring a real job and a real resume. Watch it get screened, scored, and scheduled.
