The first two rounds, done. Your team meets finalists, not applicants.
First-round phone screens. Second-round behavioral deep-dives. Skills tests. Reference checks. All in your voice, in 50+ languages, scored against your rubric — then dropped straight into the tools your recruiters already use.
Where AI ends and your team begins.
Taskflow Recruit handles the first two rounds: the screen and the behavioral deep-dive. Every candidate is scored against your rubric, transcribed, and ranked in your ATS within minutes of completing their interview.
Then we get out of the way.
Your hiring managers join the final round face-to-face (or video), already armed with a transcript, a skills score, a rubric alignment summary, and the candidate's own words. No prep work, no re-screening, no "tell me about yourself again." Just the conversation that actually decides the hire.
The result: a hiring manager who used to meet 30 mediocre applicants per role now meets 5 finalists. Same calendar. Same headcount. Five times the signal.
Phone screen, basic qualification, rubric scoring.
Behavioral deep-dive and skills assessment.
Final interview with the hiring manager. We hand off the transcript and score.
Most AI interviewers stop at round one.
We don't.
Catch everyone who matters.
Initial phone screen. 8–12 minutes. Must-haves, knockouts, basic competency, role fit.
- → Are you authorized to work in [location]?
- → What's your target compensation?
- → When can you start?
- → Walk me through your most recent role.
- → Why are you looking to leave?
- → Are you comfortable with the shift schedule?
Behavioral. Technical. Adaptive.
20–40 minutes. STAR-format probing, role-specific scenarios, skills check, reference prep.
- → Tell me about a time you missed a deadline. What happened?
- → How would you handle a peer who's underperforming?
- → Walk me through how you'd approach a role-specific scenario.
- → What's a project you're proud of? Why?
- → Where do you disagree with industry consensus?
- → What questions do you have for the hiring team?
420 milliseconds.
Faster than you can blink.
The pause between you finishing your sentence and the next response is the difference between feeling human and feeling robotic. Ours sits at 420ms median — under the conversational threshold.
Every call becomes data your tools understand.
Audio → transcript → structured fields → your CRM, your ATS, your spreadsheet, your dashboard. No manual notes. No copy-paste. No "I'll write it up later."
Plugs into the stack your team already runs.
ATS. CRM. Scheduling. Comms. Storage. Calendars. Background checks. Reference systems. If your recruiters use it, we connect to it.
The call ends.
The conversation doesn't.
After every interview, our AI sends the exact follow-up the candidate needs. A scheduling link. A skills test. A video upload. A reference form. A document to e-sign. Whatever moves the loop forward — auto-generated, auto-sent.
From "applied" to "offer" —
on autopilot.
Past managers, on the phone. Without the two-week chase.
Reference checks are where most hiring slows down. Candidates submit names. Recruiters chase voicemails. Two weeks evaporate. Half the references go un-reached, and the ones you do reach get a five-minute call with a tired hiring coordinator.
Taskflow Recruit calls references the same way it interviews candidates — structured, on-script, recorded, and scored. You get a full transcript and a summary of fit signals within hours of the candidate submitting names, not weeks.
PILOT SNAPSHOT · CUSTOMERS REPORT REFERENCES COMPLETED IN HOURS, NOT WEEKS.
Your rubric.
Your voice.
Your standards.
We don't grade with a black box. You define the rubric. We follow it. Every score is tied to specific quotes from the call — clickable, audible, defensible.
Built post-Mobley.
Pre-cleared for NYC LL 144.
Drop your number. Alia calls in 10 seconds.
No demo decks. No scheduling. A real interview, scored against a real rubric, on your real phone.
Real candidates.
Real conversations.
In real time.
Every interview Taskflow runs is a real human picking up their phone. No chatbot. No form. Just a conversation that feels like the recruiter they wish their last company had.
Hear it yourself