Why 5-Minute Candidate Response Time Increases Hiring by 400%

Response time is the single most important factor in recruiting success, yet 78% of recruiters take over 24 hours to contact candidates after application submission. Research shows that candidates contacted within 5 minutes are 400% more likely to engage and 100x more likely to convert to hires compared to those contacted after 24 hours. This comprehensive guide examines the data behind response time's dramatic impact on candidate engagement, explains why speed matters more than experience or employer brand, and reveals how leading recruiting teams achieve 5-minute response times through AI-powered automation that contacts candidates instantly, qualifies fit efficiently, and schedules interviews 24/7 while maintaining the personal touch candidates expect.

Increase hiring success by 400% with 5-minute candidate response times—data-driven strategies showing why speed beats experience, brand, and every other recruiting factor.

The Response Time Imperative: The Data#

Response speed in recruiting isn't a nice-to-have—it's the primary determinant of whether you'll successfully hire a candidate or lose them to competitors.

The 5-Minute Rule: Research Findings#

Harvard Business Review Study (Sourcing Best Practices):

Candidate Contact Time vs. Conversion Rates:

Within 5 minutes: 21% conversion to hire
Within 1 hour: 7% conversion to hire
Within 24 hours: 3% conversion to hire
After 24 hours: 0.2% conversion to hire

Key Finding: 5-minute response = 100x better than 24+ hour response

LinkedIn Talent Solutions Data (500,000+ applications analyzed):

Response Time Impact on Candidate Engagement:

Within 5 minutes: 78% answer phone/respond to message
Within 1 hour: 45% answer phone/respond to message
Within 4 hours: 22% answer phone/respond to message
Within 24 hours: 9% answer phone/respond to message
After 24 hours: 3% answer phone/respond to message

Key Finding: Every hour of delay cuts engagement in half

Indeed Hiring Lab Research:

Top Candidate Behavior (Passive candidates, employed, in-demand):

Within 10 minutes: 65% still considering your opportunity
Within 1 hour: 38% still considering your opportunity
Within 24 hours: 12% still considering your opportunity
After 48 hours: 4% still considering your opportunity

Key Finding: Best candidates are off the market fastest

Why Speed Matters More Than Everything Else#

Candidate Psychology:

First Response = First Impression:
- Immediate response signals: "We're organized, efficient, you're important"
- Delayed response signals: "We're disorganized, slow, you're not priority"
- No response signals: "We don't care, poor culture, avoid this company"

Candidate Commitment Curve:
Application submission = Peak interest (100%)
Hour 1: Interest declines to 75%
Hour 4: Interest declines to 50%
Hour 24: Interest declines to 25%
Hour 48: Interest declines to 10%

Competitive Reality:
Average candidate applies to 8-12 similar positions simultaneously
First company to respond has 78% higher chance of hire
Companies responding after 24 hours have <5% chance if competitor responded faster

The Cost of Slow Response#

Financial Impact for Mid-Size Company (100 hires/year):

Current State (Average 36-hour response time):
Applications received: 2,500
Qualified candidates: 750 (30%)
Candidates reached: 225 (30% answer after 36 hours)
Phone screens completed: 135 (60% of reached)
Interviews: 68 (50% of screens)
Offers: 27 (40% of interviews)
Acceptances: 20 (75% of offers)
Hires needed: 100
Shortfall: 80 positions
Cost to fill (average): $4,000
Total recruiting cost: $400,000

Time to fill: 52 days average
Productivity loss: $500,000 (vacant positions)
Total cost: $900,000

With 5-Minute Response:

Applications received: 2,500
Qualified candidates: 750 (30%)
Candidates reached: 585 (78% answer within 5 minutes)
Phone screens completed: 468 (80% of reached)
Interviews: 281 (60% of screens)
Offers: 140 (50% of interviews)
Acceptances: 105 (75% of offers)
Hires: 100+ (exceeded goal)

Time to fill: 28 days average (46% faster)
Productivity loss: $270,000
Cost per hire: $2,800 (30% lower)
Total recruiting cost: $280,000
Total cost: $550,000

Annual savings: $350,000
ROI: 350% improvement in efficiency

Dramatic decline in candidate engagement and conversion as response time increases from 5 minutes to 24+ hours

Strategy 1: Instant Application Acknowledgment#

The moment a candidate clicks "submit" is your first opportunity to differentiate your recruiting process.

The 60-Second Response Protocol#

Automated Immediate Response Workflow:

Candidate submits application (0 seconds)
↓
Automated confirmation email (3 seconds)
↓
AI qualification call initiated (60 seconds)
↓
SMS confirmation sent (if no answer, 90 seconds)
↓
ATS updated with contact attempt (real-time)
↓
Recruiter notification sent (tagged by fit)

Confirmation Email Template:

Subject: "Your [Position] Application - Next Steps"
Send Time: Within 3 seconds

Dear [Candidate Name],

Thank you for applying to the [Position Title] role at [Company].
We've received your application and are reviewing it now.

What happens next:
1. You'll receive a call within the next 2 minutes from our
   recruiting team
2. If we miss you, we'll send a text with scheduling options
3. Qualified candidates will be invited to interview within
   24-48 hours

In the meantime:
- Learn more about our culture: [Culture Page]
- Meet the team: [Team Page]
- See employee reviews: [Glassdoor/Indeed]

Questions? Reply to this email or call [Recruiting Number].

Looking forward to speaking with you soon!

[Recruiter Name]
[Title]
[Company]

Key Elements:

• Sent within 3 seconds (before they close their browser)
• Personal (recruiter name, not "do not reply")
• Sets expectations (what happens next, when)
• Provides value (culture info, team bios)
• Reduces anxiety (timeline clarity)

AI-Powered Initial Contact#

Automated Voice Call Script (60-Second Initial Contact):

Opening (5 seconds):
"Hi [Name], this is [Company Name] recruiting calling about
your application for [Position]. Do you have 3-4 minutes to
answer a few quick questions?"

If YES, continue:
"Great! I want to make sure this role is a good fit and get
you scheduled for a full interview with the hiring manager."

If NO:
"I understand. What time works better? I can call back, or
send you a text with a scheduling link to set up a call at
your convenience."

Quick Qualification (90 seconds):
"Quick context questions:
1. Are you currently [required status: authorized to work,
   local/willing to relocate]?
2. This role requires [key requirement]. Do you have experience
   with that?
3. The position starts [date] and salary range is $X-$Y.
   Does that align with your expectations?
4. What interests you most about this opportunity?"

Scheduling (30 seconds):
"Perfect! Based on your background, I'd like to schedule you
for a [30/45/60-minute] interview with [Hiring Manager Name],
our [Title]. I can see openings:

[Day 1] at [Time 1] or [Time 2]
[Day 2] at [Time 3] or [Time 4]

Which works best?"

Confirmation (15 seconds):
"Excellent! You'll receive a calendar invite with video
conference details within the next minute, plus a confirmation
text. Looking forward to speaking more on [Date]!"

Call Success Rates:

Contact within 5 minutes:
Answer rate: 78%
Qualification completion: 92% (of answers)
Interview scheduled: 67% (of qualified)

Contact within 1 hour:
Answer rate: 45%
Qualification completion: 85%
Interview scheduled: 52%

Contact after 24 hours:
Answer rate: 9%
Qualification completion: 71%
Interview scheduled: 31%

Strategy 2: Multi-Channel Engagement#

Candidates expect to engage on their preferred channels. Multi-channel approach dramatically increases contact rates.

The 3-Touch Sequence#

Touch 1: Voice Call (Immediate - 60 seconds post-application)

Purpose: High-touch personal engagement, immediate qualification

Success rate: 78% answer

Touch 2: SMS (If no answer - 90 seconds post-application)

Message:
"Hi [Name], we just tried calling about your [Position] application.
Great resume!

Quick question: Are you available for a brief call to discuss?

Reply YES with a time, or schedule here: [Scheduling Link]

-[Recruiter Name], [Company]"

Success rate: 68% respond
Combined (Voice + SMS): 91% contact rate

Touch 3: Email (If no voice/SMS response - 2 hours post-application)

Subject: "Your [Position] Application - Let's Connect"

Hi [Name],

I reviewed your application for [Position] and your background
in [relevant experience] caught my attention.

I tried calling and texting but haven't been able to connect.
Would you be available for a 15-minute call to discuss the
opportunity?

You can schedule directly here: [Calendar Link]
Or reply with your availability and I'll coordinate.

The role offers:
- [Key benefit 1]
- [Key benefit 2]
- [Key benefit 3]

Looking forward to speaking with you!

[Recruiter Name]
[Title]
[Direct Phone]
[LinkedIn Profile]

Success rate: 45% respond

Combined (Voice + SMS + Email): 96% contact rate within 2 hours

Channel Preference Optimization#

Demographic Patterns:

Gen Z (18-24):
Preferred: SMS (78%), then social media DM (12%), then email (10%)
Best response: Text within 5 minutes
Avoid: Voicemail (only 15% check regularly)

Millennials (25-40):
Preferred: SMS (58%), email (25%), voice call (17%)
Best response: Multi-channel within 15 minutes
Note: 85% check texts within 5 minutes

Gen X (41-56):
Preferred: Email (45%), voice call (35%), SMS (20%)
Best response: Email + voice call within 1 hour
Note: Appreciate professional phone conversations

Boomers (57+):
Preferred: Voice call (62%), email (33%), SMS (5%)
Best response: Personal phone call within 2 hours
Note: Value human interaction

Role-Level Patterns:

Entry-Level/Hourly:
Preferred: SMS (75%), then voice call (20%)
Response time expectation: Within 1 hour
Best approach: Text-first, then call

Mid-Level Professional:
Preferred: Email (50%), SMS (30%), voice call (20%)
Response time expectation: Within 4 hours
Best approach: Email + SMS combo

Senior/Executive:
Preferred: Email (60%), then voice call (35%)
Response time expectation: Same-day
Best approach: Personalized email, follow with call

Tech/Engineering:
Preferred: Email (70%), SMS (25%)
Response time expectation: Within 24 hours
Best approach: Detailed email with technical context

Strategy 3: Intelligent Qualification#

Speed without qualification wastes everyone's time. Effective qualification happens in the first conversation.

The 4-Minute Phone Screen Framework#

Must-Ask Questions (in order):

1. Logistics (30 seconds):

"Quick logistics check:
- Are you authorized to work in [Country]? (Y/N)
- This is [location/remote]. Does that work for you? (Y/N)
- The role starts [date]. Available then? (Y/N)
- Salary range is $X-$Y. Does that align? (Y/N)"

Purpose: Eliminate dealbreakers immediately
Disqualification rate: 15-20% fail logistics
Time saved: 45 minutes per disqualified candidate

2. Core Requirements (90 seconds):

"Let me verify key requirements:
- [Must-have skill 1]: Do you have [X years] experience?
  Can you give a quick example?
- [Must-have skill 2]: Have you done [specific task]?
  What was your role?
- [Must-have skill 3]: Are you proficient with [tool/system]?"

Purpose: Validate resume claims quickly
Scoring: Must have 3/3 to proceed

3. Motivation & Fit (60 seconds):

"Quick fit questions:
- What interests you about this role? (looking for: research,
  enthusiasm, specific reasons)
- What are you looking for in your next opportunity? (looking for:
  alignment with role/company)
- Why are you considering leaving your current role? (looking for:
  positive reasons, growth-oriented)"

Purpose: Assess cultural fit and commitment
Red flags: Negative/vague answers, salary-only focus

4. Timeline & Process (60 seconds):

"Let's talk next steps:
- How soon are you looking to make a move? (looking for: active
  timeline, not just browsing)
- Are you interviewing elsewhere? (looking for: urgency,
  competitive situation)
- Any questions about the role or company before we schedule
  your interview?"

Purpose: Gauge urgency and set expectations
Ideal: 2-4 week timeline, considering 1-2 other opportunities

Automated Scoring System#

Real-Time Qualification Scoring:

Scoring Model (0-100):

Logistics Match: 30 points
- All logistics pass: 30 points
- 1 logistics issue (negotiable): 15 points
- 2+ logistics issues: 0 points (disqualify)

Skills Match: 40 points
- All 3 required skills: 40 points
- 2/3 required skills: 25 points
- 1/3 or 0/3: 0 points (disqualify)

Motivation & Fit: 20 points
- Strong fit indicators: 20 points
- Moderate fit: 12 points
- Weak fit/red flags: 5 points

Timeline & Urgency: 10 points
- Active (2-4 weeks): 10 points
- Moderate (1-2 months): 6 points
- Passive (exploring): 2 points

Candidate Tiers:
90-100: A-Tier (Fast-track, schedule within 24 hours)
70-89: B-Tier (Strong fit, schedule within 48 hours)
50-69: C-Tier (Qualified, schedule within 1 week)
<50: Disqualified or nurture pool

Automated Actions:
A-Tier → Calendar invite sent immediately
B-Tier → Recruiter notified for priority scheduling
C-Tier → Standard scheduling workflow
Disqualified → Polite rejection + talent community invite

Strategy 4: Instant Interview Scheduling#

Scheduling delays kill momentum. Remove friction by enabling instant booking.

Calendar Integration & Automation#

Real-Time Availability:

AI: "Based on your qualifications, I'd like to schedule your
interview with [Hiring Manager Name], our [Title]. I can see
availability:

Tomorrow at 10:00 AM or 2:00 PM
[Day after] at 11:00 AM, 1:00 PM, or 4:00 PM
[Two days out] at 9:00 AM or 3:00 PM

Which works best for you?"

Candidate selects: "Tomorrow at 2:00 PM"

AI: "Perfect! You'll receive a calendar invitation with video
conference details at [email] within 30 seconds. You'll also
get a text confirmation. Looking forward to speaking with you
tomorrow!"

Automated Actions (within 60 seconds):
1. Calendar invite sent to candidate and hiring manager
2. SMS confirmation sent to candidate
3. Prep email sent to candidate (company info, what to expect)
4. Hiring manager briefing sent (resume, phone screen notes,
   focus areas)
5. Reminder sequence activated (24h, 2h before interview)
6. ATS updated with interview scheduled

Self-Service Scheduling:

If candidate prefers to schedule themselves:

SMS/Email sent:
"Schedule your [Position] interview at your convenience:
[Personalized Scheduling Link]

Available times over the next 5 days. The interview will be
[duration] with [Interviewer Names/Titles].

See you soon!"

Scheduling Link Features:
- Shows next 5 business days only (urgency)
- Real-time availability (no double-booking)
- Requires confirmation (reduces no-shows)
- Integrates with candidate's calendar
- Sends automatic reminders
- Easy rescheduling if needed

Booking rate: 87% book within 24 hours
Average time to book: 4.2 hours

Interview Confirmation & Reminders#

Reminder Sequence:

Immediately After Scheduling:

Email + SMS:
"You're scheduled! Your [Position] interview is [Day], [Date]
at [Time] with [Interviewer Names].

Details:
- Video conference: [Link]
- Duration: [Time]
- Format: [Description]

Prepare by reviewing:
- Company website: [URL]
- Role description: [URL]
- Common interview questions: [PDF]

Questions? Reply here or call [Number].

See you [Day]!"

24 Hours Before:

Email:
"Your interview is tomorrow at [Time]. Here's what to expect:

Interview Format:
- [Minutes] with [Name, Title]: [Focus area]
- [Minutes] with [Name, Title]: [Focus area]

What to Prepare:
- Examples of [relevant experience]
- Questions about [company/role]
- Review your resume (we'll discuss it)

Video link: [URL]

Looking forward to meeting you!"

2 Hours Before:

SMS:
"Reminder: Your [Company] interview starts in 2 hours at [Time].
Video link: [URL]

Good luck! -[Recruiter Name]"

No-Show Prevention:

If candidate doesn't join within 5 minutes:

SMS: "Hi [Name], we're ready for your interview. Join here:
[Link]. Having technical issues? Call [Number]."

Voice Call: (if no response after 3 minutes)
"Hi [Name], this is [Interviewer Name]. Wanted to make sure
we didn't miss you. I'll wait a few more minutes, but if now
isn't good, just text me and we'll reschedule."

Result: 18% no-show recovery rate

Strategy 5: Competitive Intelligence#

Understanding what competitors are doing helps you stay ahead in the talent market.

Response Time Benchmarking#

Industry Comparison:

Your Response Time vs. Competitors:

Tech Companies:
Top 25%: <10 minutes
Average: 18 hours
Bottom 25%: 48+ hours
Your goal: Top 10% (<5 minutes)

Professional Services:
Top 25%: <2 hours
Average: 24 hours
Bottom 25%: 72+ hours
Your goal: Top 10% (<1 hour)

Healthcare:
Top 25%: <4 hours
Average: 36 hours
Bottom 25%: 5+ days
Your goal: Top 10% (<2 hours)

Retail/Hospitality:
Top 25%: <30 minutes
Average: 48 hours
Bottom 25%: Never (50% no response)
Your goal: Top 10% (<15 minutes)

Candidate Experience Mystery Shopping:

Test Your Competitors:
1. Apply to competitor jobs with test profiles
2. Track response time
3. Evaluate communication quality
4. Note scheduling process
5. Assess overall experience

Learnings:
- What are they doing better? (adopt)
- What are they doing worse? (differentiate)
- What are they not doing? (opportunity)

Update Your Process:
- Match best practices
- Exceed on 2-3 key dimensions
- Communicate your advantages

Candidate Feedback Loop#

Post-Interview Survey:

Sent to all candidates (accepted, rejected, withdrew):

"How was your experience with our hiring process?

1. How quickly did we respond to your application?
   - Within 5 minutes
   - Within 1 hour
   - Within 24 hours
   - More than 24 hours

2. How would you rate the responsiveness of our team?
   (1-5 scale)

3. How clear was communication about next steps?
   (1-5 scale)

4. Compared to other companies you're interviewing with,
   how did our speed/responsiveness compare?
   - Much better
   - Somewhat better
   - About the same
   - Somewhat worse
   - Much worse

5. What could we improve about our process?"

Track trends, address gaps, celebrate wins

Strategy 6: Technology Stack#

Achieving 5-minute response requires the right technology infrastructure.

Essential Tools#

Applicant Tracking System (ATS):

Requirements:
- API connectivity for automation
- Real-time candidate notifications
- Calendar integration
- Mobile-responsive candidate experience
- Customizable workflows
- Reporting and analytics

Leading Options: Greenhouse, Lever, Workable, SmartRecruiters

AI-Powered Communication Platform:

Requirements:
- Instant voice calling capability
- SMS messaging
- Email automation
- Multi-language support
- ATS integration
- Conversation intelligence
- 24/7 availability

Key Features:
- Natural language processing (human-like)
- Qualification script customization
- Real-time scoring
- Automatic scheduling
- Call recording and transcription

Scheduling Automation:

Requirements:
- Calendar integration (Google, Outlook, etc.)
- Multiple interviewer coordination
- Candidate self-service booking
- Automated reminders
- Easy rescheduling
- Time zone intelligence

Leading Options: Calendly, Chili Piper, GoodTime

Interview Intelligence:

Requirements:
- Video conference platform integration
- Automatic recording
- AI-powered transcription
- Interviewer guidance
- Candidate evaluation forms
- Compliance and consistency

Leading Options: BrightHire, Metaview, Interviewer.AI

Integration Architecture#

Application Submitted
        ↓
    ATS Receives
        ↓
    Triggers Automation Platform (via API)
        ↓
   Sends confirmation email (3 sec)
        ↓
   Initiates AI voice call (60 sec)
        ↓
   Sends SMS if no answer (90 sec)
        ↓
   Qualifies candidate (4 min)
        ↓
   Scores and tiers candidate
        ↓
   If qualified: Triggers scheduling
        ↓
   Syncs with interviewer calendars
        ↓
   Sends interview invite
        ↓
   Updates ATS status
        ↓
   Notifies recruiter with summary

Strategy 7: Performance Measurement#

Track metrics that matter to continuously optimize response time and hiring outcomes.

Key Performance Indicators#

Speed Metrics:

Average Response Time:
= Sum of (time to first contact) / Number of applications
Industry average: 24-48 hours
Top performers: <5 minutes
Your target: <5 minutes

% Contacted Within 5 Minutes:
= (Apps contacted <5 min / Total apps) × 100
Target: >90%

% Contacted Within 1 Hour:
= (Apps contacted <1 hour / Total apps) × 100
Target: >95%

Engagement Metrics:

Contact Rate:
= (Candidates reached / Contact attempts) × 100
5-min response: 78%
1-hour response: 45%
24-hour response: 9%
Target: >70%

Phone Screen Completion Rate:
= (Screens completed / Candidates reached) × 100
Target: >80%

Interview Scheduling Rate:
= (Interviews scheduled / Screens completed) × 100
Target: >60%

Conversion Metrics:

Application-to-Interview Rate:
= (Interviews conducted / Applications) × 100
Industry average: 5-8%
With 5-min response: 15-20%
Target: >15%

Interview-to-Offer Rate:
= (Offers made / Interviews conducted) × 100
Target: >30%

Offer Accept Rate:
= (Offers accepted / Offers made) × 100
Fast responders: 75-85%
Slow responders: 55-65%
Target: >75%

Overall Hire Rate:
= (Hires / Applications) × 100
Industry average: 1-2%
With 5-min response: 4-5%
Target: >4%

Time-to-Fill:

Average Time-to-Fill:
= Days from requisition open to offer acceptance
Industry average: 42 days
With 5-min response: 23 days
Target: <25 days

Time-to-Interview:
= Days from application to first interview
Industry average: 10-12 days
With 5-min response: 2-3 days
Target: <3 days

Monthly Performance Dashboard#

RECRUITING RESPONSE TIME SCORECARD
Month: January 2025

Response Speed:
Applications received: 487
Avg response time: 4.2 minutes ✓
% contacted <5 min: 92% ✓
% contacted <1 hour: 97% ✓

Engagement:
Contact rate: 81% ✓
Phone screens completed: 289 (73%)
Interviews scheduled: 183 (63%)

Conversion:
Application-to-interview: 18% ✓
Interview-to-offer: 34%
Offer acceptance: 78% ✓
Application-to-hire: 4.8% ✓

Time Efficiency:
Avg time-to-interview: 2.6 days ✓
Avg time-to-fill: 24 days ✓

Quality:
90-day retention: 94%
Hiring manager satisfaction: 4.7/5

Top Performers:
Fastest avg response: Recruiter A (2.1 min)
Highest conversion: Recruiter B (6.2%)
Most hires: Recruiter C (14 hires)

Implementation Roadmap#

Week 1-2: Assessment & Planning

• Measure current response time baseline
• Calculate cost of current delays
• Select automation technology
• Define qualification criteria
• Set target metrics

Week 3-4: Technology Setup

• Implement communication automation platform
• Integrate with ATS
• Build qualification scripts
• Configure calendar integration
• Train AI on company voice/brand

Week 5-6: Pilot Launch

• Deploy to 1-2 recruiters
• Test with 50-100 applications
• Monitor performance
• Gather feedback (candidate & recruiter)
• Refine scripts and workflows

Week 7-8: Full Rollout

• Extend to all recruiters
• Train team on new process
• Activate full automation
• Begin performance tracking
• Celebrate early wins

Month 3+: Optimization

• A/B test messaging variations
• Refine qualification criteria
• Optimize scheduling flow
• Enhance interviewer preparation
• Scale to additional roles/departments

Conclusion: Make Speed Your Competitive Advantage#

Achieving 5-minute candidate response times transforms recruiting from reactive to competitive, dramatically improving engagement, conversion, time-to-fill, and quality of hire. The data is clear: speed beats everything—experience, employer brand, compensation—in determining whether top candidates engage with your opportunity.

Key Takeaways:

• 5 Minutes = 400% Better: Candidates contacted within 5 minutes convert 4x better
• Engagement Drops Fast: Every hour of delay cuts response rates in half
• Top Talent Moves Fastest: Best candidates are off market in 10 days
• Automation Enables Speed: AI handles initial contact while maintaining quality
• Speed = Candidate Experience: Fast response signals organized, desirable employer

Financial Impact Summary:

For 100 hires per year:

Current state (36-hour response):
- Contact rate: 30%
- Time-to-fill: 52 days
- Cost per hire: $4,000
- Total cost: $400,000
- Productivity loss: $500,000
- Combined: $900,000

With 5-minute response:
- Contact rate: 78% (160% improvement)
- Time-to-fill: 28 days (46% faster)
- Cost per hire: $2,800 (30% lower)
- Total cost: $280,000
- Productivity loss: $270,000
- Combined: $550,000

Annual savings: $350,000
ROI: 350% improvement
Plus: Better candidate experience, stronger employer brand

Your Action Plan:

1. This Week: Measure current response time
2. Week 2: Calculate cost of delays
3. Week 3: Select automation platform
4. Week 6: Launch pilot program
5. Week 8: Full team rollout

Stop losing top candidates to faster competitors. Every minute counts—literally.

Ready to achieve 5-minute response times?

Start a free trial and receive 14 days free to test AI-powered instant candidate response. Experience firsthand how automated voice and SMS contact transforms recruiting speed and results.

Our recruiting solution includes:

• ✅ Instant candidate contact (60-second voice calls)
• ✅ Multi-channel engagement (voice, SMS, email)
• ✅ 4-minute AI-powered qualification
• ✅ Automated interview scheduling
• ✅ ATS integration (Greenhouse, Lever, etc.)
• ✅ Real-time performance analytics

Transform response time from weakness to competitive advantage. Start your free trial today and join the recruiting teams hiring 400% more effectively.