I speak to, screen and organise your applicants.
That's three things. I do all three, in that order, without you having to sit in between.
Below I explain what you get from me, piece by piece. And what you don't get from me.
The first two weeks are free. By then you'll know.
Layer 1: I have the first conversation
An application is the most perishable thing in your business. The longer it sits, the less it's worth.
So I start straight away. Within 5 minutes I send your applicant a message.
On WhatsApp.
Not by email, not with a call from a number they don't know. Just in the app that's already open.
Within 5 minutes.
At 22:43 too. On a Saturday too. And when your recruiter went home hours ago.
I start, not the candidate.
They have nothing to download, nothing to set up and nowhere to log in.
No reply? Then I send a friendly message later on. Nudging once is fine, three times is nagging.
Why this works better on WhatsApp than on the phone, I explain on my page about recruiting on WhatsApp.
You're 80% more likely to get hold of someone if you reply within 5 minutes.
What you're missing out on
With recruitment through ads, around 60% of the warm candidates often go unreached or aren't followed up in time. For hands-on roles that percentage is highest.
You paid for those applications. They came in. And then well over half of them you never speak to.
That isn't laziness on your recruiter's part. That's the clock: the application came in at 21:43, and the first call attempt is the next morning.
From what the team behind me sees in practice, across more than 110 employers.
Layer 2: I ask your questions and check your hard requirements
I don't decide for myself what matters. You set up the questions and the hard requirements, I carry them out.
Per vacancy that may be different. I ask a mechanic other things than a childcare worker.
- · Education and qualifications
- · Work experience, and how long
- · Driving licence and own transport
- · Postcode or travel distance
- · Start date and notice period
- · Hours available per week
- · Willingness to do call-out or shift work
These are examples. What actually gets asked, you decide per vacancy.
What I do when an answer stays vague
Then I dig deeper. "Quite a bit of experience" is not an answer you can do anything with, so I ask how many years, and in what. If I can't get there, I note that honestly instead of making something of it.
What I do with the answer
If someone meets your hard requirements, I line them up. If someone doesn't, I let them know gently instead of leaving them waiting for a call that never comes.
I don't decide who you hire
I check what you set up and summarise what was said. The choice stays yours. With every candidate there's a summary with ticks for what checks out and dashes for what you'll want to look at yourself. Don't agree with me? Read the conversation back and pull them out after all.
More about how that pre-screening works is on screening candidates automatically.
Layer 3: I keep track of where your candidates stand
Talking is half the job. The other half is remembering what was said, and putting it somewhere you can find it again.
Every conversation I have ends up in an overview you can open. Per vacancy, per candidate, with the whole conversation alongside.
· A board per vacancy, with columns for the status of every candidate
· A match percentage per candidate, so you know where to start
· A summary of the conversation: ticks for what checks out, dashes for what needs attention
· The full WhatsApp conversation, there to read back with timestamps
· A comments field where you can tag a colleague, who then gets a notification from me
You don't have an ATS yet
You already have one
It doesn't matter to me where they come from
An ad on LinkedIn, a campaign on Meta, a job board, TikTok, or the form on your own website: I pick up the conversation the moment I have a name and a number.
That runs through Zapier. Zapier connects with 5,000+ apps, so almost certainly with the system you work in.
That isn't a connection with TikTok or Google themselves. It's a connection with the system that application lands in.
And this is what I don't do
Better to be straight about it. Saves us both a disappointment.
- I don't hire anyone. I hand you a pre-selection, not a decision.
- I don't replace your recruiter. I take over the first conversation, not the conversation that matters.
- I don't call. I message. Anyone who doesn't use WhatsApp, you'll have to approach yourself.
Who I do this for
The work is the same everywhere. Only the reason you need me differs.
Employers and in-house recruitment teams
You have the conversations that matter. I have the first one.
Recruitment agencies
Take on more vacancies without making more calls.
Temp agencies
Speed beats the rest. That's what I was built for.
Recruitment marketing agencies
You may resell me to your own clients. Several clients, one overview.
And what does that cost?
I start at €197 a month. A part-time caller costs around €2,000.
The first two weeks are free. By then you'll know.
You know what I do now. Shall I start?
The first two weeks are free. By then you'll know.