200 applicants per role. 10 finalists by Tuesday.
Every qualifying applicant gets a real phone screen within 4 hours of applying. Your hiring managers only see the top 5%, ranked and transcripted, against a rubric you defined.
The phone-screen bottleneck.
Most roles attract 100–300 qualified applicants. Your recruiters can't phone-screen them all, so they triage by resume alone — and miss the candidate who could have changed the company.
The fallback is worse: outsource the phone screen to an offshore BPO with a 14-day SLA, a 2-star quality bar, and a rubric that drifts every quarter.
Either way, the same thing happens: the role takes 5+ weeks to close, your best applicants take other offers, and you can't tell if the people you hired were actually the best you saw.
Phone-screen every applicant. Rank the room. Hand your team the top 5%.
- Real phone calls — not chat, not async video — placed within 4 hours of application
- Same rubric, same voice, same scoring across 200 calls or 2,000
- Top-5% ranking with rationale: tenure, role-fit, communication, red flags
- Full transcripts and audio dropped into your ATS (Greenhouse, Ashby, Lever, Workday) in under 5 minutes
- Bilingual screens at the same per-call cost as English
- Reduced-bias scoring with NYC LL 144 compliance bias audits built in
Figures shown reflect early customer data and platform benchmarks; actual results vary by role and volume.
What a high-volume cycle looks like.
- STEP 01Applicant applies
ATS webhook fires the moment a qualifying applicant submits — no manual triage step.
- STEP 02Alia calls within 4 hours
Real phone call in the candidate's strongest language. 5–9 minutes depending on rubric depth.
- STEP 03Score, rank, transcript
Rubric-scored against your weights. Full transcript and audio attached to the candidate record.
- STEP 04Top 5% to your team
Hiring manager receives a ranked shortlist with rationale, ready for round 2 — usually next business day.
Versus the offshore BPO you're using today.
Comparison reflects publicly available product information and pilot customer reports as of 2025.
Questions we get every week.
What happens if the candidate doesn't pick up?
Alia retries on a polite cadence (3 attempts across 48 hours by default, configurable). If still no answer, the candidate gets an SMS link to call in 24/7 at their convenience. Roughly 85% of candidates complete the screen within 24 hours of application.
How do you keep scoring consistent across 200 calls?
Every call runs against the same rubric you defined during onboarding — the same questions, the same weights, the same scoring criteria. We rerun a sample of scored calls weekly through a second model to detect drift, and we ship a monthly consistency report so you can see exactly how scoring is performing.
Will candidates know it's AI?
Yes. Alia identifies herself as an AI interviewer at the start of every call. Candidates can opt out at any time and request a human screener — most don't, because the conversation flows naturally and they get their result faster. We follow all applicable disclosure laws including NYC LL 144.
Can we customize the questions per role?
Yes. Every role gets its own rubric, question bank, and scoring weights. You can update them in real time from the dashboard — changes propagate to all new calls immediately.
What ATSes do you integrate with?
Native integrations with Greenhouse, Ashby, Lever, Workday, and Recruitee. Open API and webhook support for everything else. Most pilots are live in under a week.
Get the next 200 applicants down to 10 finalists.
30 minutes with a Taskflow founder. We'll scope your highest-volume role, model your throughput, and quote a fixed price at the end of the call.