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AI employees for Hiring and InterviewingEvery applicant answered. Every interview booked.
Your AI employee answers applicant calls and texts around the clock, asks every candidate the same screening questions, runs a short phone interview and books the best people straight onto your managers’ calendars. Your managers only meet people worth meeting.
From your careers page0:00
Introduces itself, asks the approved questions0:40
Warmth, questions, asking for the next step6:10
Recording, transcript and scorecard attached6:12
On the sales manager’s calendar, with a reminder to the candidate.
Illustrative example
A recruiter that never lets a good candidate go cold
Good salespeople, BDC reps and advisors have options. The store that calls back first usually gets them.
Answers every applicant
Calls, texts and web applications get a response in seconds, at 9 p.m. on a Tuesday or on a busy Saturday when no manager can step away.
Same questions, every time
Every candidate hears the same job-related questions in the same order, approved by your HR team. Fair for them, easy to compare for you.
Runs the first interview
A short phone interview with a role play, like a price call or a guarded customer. Every call is recorded, transcribed and scored on your scorecard.
Books the in-person interview
Strong candidates land on your managers’ calendars, and candidates who opted in get confirmations and reminders so fewer of them no-show.
Keeps your bench warm
Good candidates you could not hire this month stay on your list and hear from you when a chair opens, as long as they said yes to contact.
Shows what is working
Applicants, completed screens, interviews booked, show rate and time to hire, so you know which job posts bring people who stay.
yearly turnover for sales consultants in the 2021 edition of the national dealer workforce study.
of new sales hires in that data were gone within 90 days. Most stores are always hiring.
Structured interviews were the strongest single predictor of job performance among common hiring methods in a 2022 research review.
Sources: national dealer association workforce study (2021 edition); Sackett et al., Journal of Applied Psychology (2022).
One assistant, a scorecard for every seat
Sales consultants
Screens for schedule, coachability and phone presence, then runs a quick phone up role play so you hear how they handle a price shopper.
BDC representatives
Tests speed, persistence and clear writing with a mock caller and a short text reply to an internet lead.
Service advisors and technicians
Covers the drive and the shop: calm under pressure, explaining work simply, certifications and availability for your hours.
Live in about two weeks
- Week one: we build the questions and scorecards with your managers, and your HR team or counsel approves them.
- Week one: we connect your job posts, careers page and hiring phone number, and set your managers’ interview hours.
- Week two: your managers test it as candidates, we tune the voice and the questions, then we go live.
- Every week after: a shortlist in your inbox, interviews on the calendar and a simple hiring report.
Consistent, compliant and always a human decision
Hiring rules are stricter than marketing rules. We build it that way from day one.
Job-related questions only
Nothing about age, family, health, religion, national origin or any other protected topic. Same questions, same order, for everyone.
People make the call
The AI screens and schedules. Your managers review the shortlist, meet the candidates and decide.
Clear notice to candidates
The AI says who it is up front, and we follow the notice and audit rules for AI in hiring where you hire.
Consent before texts
Candidates choose whether to get texts, and every opt-out is honored right away.
Your HR signs off
Your HR team or counsel approves the questions, the scorecards and the setup before launch.
Reviewed every month
We review results with you and adjust questions and scorecards as your needs change.
Straight answers about hiring AI
Does the AI decide who gets hired?
No. Your managers make every hiring decision. The AI answers applicants, asks the screening questions your team approved, books interviews and hands your managers a shortlist with the recording, the transcript and the scorecard.
Will applicants know they are talking to AI?
Yes. The AI introduces itself as the store’s virtual hiring assistant at the start of every call and text. Some states and cities have rules for AI in hiring, such as notice to candidates, and we set it up to follow the rules where you hire. Your HR team or counsel signs off before launch.
Which roles does it work for?
Sales consultants, BDC representatives, service advisors, porters, lot attendants and technicians. Each role gets its own questions and its own scorecard, built with your managers.
What does it ask candidates?
Only job-related questions: the schedule, availability, the role they want, their customer-facing experience and a short phone role play. It never asks about age, family, health or any other protected topic, and every candidate gets the same questions in the same order.
Can it text applicants?
Only applicants who give consent. The AI asks permission before it texts, sends interview confirmations and reminders to people who said yes, and honors every opt-out.
How long does setup take?
Most stores are live in about two weeks. We build the questions and scorecards with your managers, connect your job posts and careers page, test it with your team, then launch.
Stop losing good candidates to voicemail
Twenty minutes on a call and we will show you how the hiring assistant would handle your next opening, from the first ring to the interview on the calendar.