RECRUITMENT & STAFFING

Make the right
conversation happen.

Gather candidate preferences, arrange interviews, and keep applicants updated throughout the process.

Marcus, your recruitment & staffing voice agent

Everyday calls.
Thoughtful next steps.

A recruitment interview in a contemporary hiring office: recruiter seated opposite a job candidate across a table, visible resume sheets with generic unreadable layouts, interview notes and laptop, frosted glass panel labelled CAREERS discretely behind

01 / CANDIDATE ENQUIRIES

Understand the person behind the application.

Collect role preferences, availability, and relevant experience for your recruiting team.

Confirm the role of interest
Capture approved screening details
Agree on the next conversation

Explore how to build your agent

A conversation about interview scheduling in recruitment & staffing

Interview confirmedWednesday, 10:00 AM

02 / INTERVIEW SCHEDULING

Keep interviews on everyone’s calendar.

Confirm attendance and share the approved location or joining details.

Use approved details from your connected tools
Capture changes and confirm the next step
Bring your team in for exceptions

Explore outbound workflows

A customer or specialist discussing application updates

“Can I move my interview?”Candidate request → recruiting team

03 / APPLICATION UPDATES

Keep the process human.

Answer process questions and bring in a recruiter for decisions, accommodations, or sensitive concerns.

Answer from information your team approves
Recognize when the caller needs a person
Share useful context during the handoff

Explore in-call workflows

Start with one
well-defined workflow.

Connect your systems

Assess ATS, CRM, and calendar APIs with appropriate candidate data access controls.

Set clear boundaries

Choose the information, actions, and handoff rules your agent can use.

Test before launch

Review common requests and difficult exceptions with your team.

Questions before you launch.

Can Marcus screen candidates without making a hiring decision?

Use a consistent set of job-related questions approved by your recruiting team. Collect preferences and experience for recruiter review; hiring decisions and exceptions remain with your team.

Can interview scheduling connect to our ATS and calendars?

Review candidate identifiers, interviewer availability, time zones, and write permissions. Send a confirmed interview time only after the scheduling action has succeeded.

How are candidate information and sensitive questions handled?

Define the fields needed for the role, access permissions, and retention requirements. Keep the conversation within the approved scope and provide a route to a recruiter when a candidate raises a concern.

What should talent leaders measure in a pilot?

Track scheduling completion, attendance, candidate experience, recruiter follow-up time, and information accuracy. Review consistent treatment across the same role rather than rewarding only call volume.

A better first call.
A clearer next step.

Bring your workflow. Let’s make the next conversation better.

Talk about your workflow