The questions staffing teams ask first.

RecruitingPilot runs the phone-screening stage for staffing teams. Teams can add roles and candidates directly while continuing to manage their broader workflow in their existing ATS. RecruitingPilot places outbound screening calls, records each conversation, and produces a transcript, summary, score, and supporting candidate insights. Recruiters receive an organized view of how each candidate matched the role, helping them review strong candidates without spending the day dialing through a list.

No. RecruitingPilot handles repetitive screening work, including outbound calls, note-taking, and structured candidate evaluation, so recruiters can focus on judgment, candidate relationships, and filling roles. It does not independently advance or reject candidates. Your team reviews each candidate's recording, transcript, summary, and score before deciding who moves forward.

RecruitingPilot is built for staffing agencies filling high-volume roles across light industrial, warehouse, manufacturing, skilled trades, healthcare, and administrative work. When applicant volume exceeds the number of calls recruiters can make each day, screening becomes the bottleneck. RecruitingPilot handles the first round of qualifying conversations at scale, helping teams respond faster, reduce backlogs, and identify strong candidates sooner.

RecruitingPilot works alongside your existing ATS rather than replacing it. Teams can add roles and candidates directly while continuing to manage their broader recruiting workflow in their current ATS. RecruitingPilot handles the screening calls, recordings, transcripts, summaries, and structured candidate insights from there. A direct ATS integration is not required to get started, so your team can begin without changing its existing recruiting system.

Yes. Each call begins by informing the candidate that they are speaking with an AI screening assistant from RecruitingPilot on behalf of your agency and that the conversation will be recorded. This disclosure happens before any screening questions begin. Candidates can decline or end the call at any time, and recruiters can later review the recording, transcript, summary, and score before deciding who moves forward.

The assistant follows the questions and qualification criteria your team sets for each role, but it does not simply read from a rigid script. It can ask relevant follow-up questions based on a candidate's responses while keeping the conversation focused on the job requirements. This creates a more natural screening experience while ensuring the same core criteria are covered with every candidate.

Yes. You can define the screening questions, qualification criteria, and role-specific requirements for each position. The assistant uses them to guide the conversation while asking relevant follow-up questions when needed. This allows warehouse, healthcare, and skilled-trades roles to be screened against their own requirements instead of a generic questionnaire.

If a candidate does not answer, they remain in your pipeline and the attempt is marked as unanswered. Your team can follow up or schedule another screening attempt. If a candidate answers but declines to continue, the assistant ends the call politely and records the outcome as declined without generating a completed score. Recruiters can review the outcome and decide what happens next.

Each candidate is evaluated against the job-related criteria your team sets for the role. RecruitingPilot uses the candidate's responses to generate a score, summary, and breakdown of relevant strengths, concerns, and information that could not be confirmed. Because every candidate is assessed against the same core criteria, recruiters receive a more consistent starting point for comparison. The score supports recruiter review and does not determine who advances.

No. RecruitingPilot screens, summarizes, and scores candidates, but it never advances, rejects, or hires anyone on its own. Scores and recommended next steps help recruiters review candidates more efficiently. Your team reviews the recording, transcript, summary, and supporting details before deciding who moves forward.

Every candidate for a role is evaluated against the same core questions and job-related criteria, while relevant follow-ups can adapt to their responses. Recruiters can review the recording, transcript, score, and supporting evidence before making a decision. No technology can guarantee bias-free outcomes, but a structured and reviewable process helps teams apply their criteria more consistently.

Getting started is a guided, focused process rather than a lengthy software rollout. We help configure your first role, screening criteria, and campaign during onboarding so your team can begin with real candidates. Most pilots start with one team, branch, or hiring workflow, and there is no new software for recruiters to install or maintain.

A demo is a focused walkthrough using one of your real open roles. We configure the role, run a sample AI screening call, and review the recording, transcript, summary, score, and candidate ranking the platform produces. You see the actual workflow and output rather than a slide presentation. We also discuss what an initial pilot could look like for your team, including the roles and screening volume you would start with.

Pricing is based on your team's hiring volume and workflow rather than a one-size-fits-all rate. Plans account for usage such as AI voice minutes, SMS messages, active campaigns, and recruiter seats. The pricing page explains how plans are structured, and during the demo we help determine the best fit based on your roles, expected screening volume, and team size.

No. You can create a role and add candidates directly to RecruitingPilot while continuing to manage your broader workflow in your existing ATS. The platform handles screening calls, transcripts, summaries, and candidate scoring from there. This lets your team run a pilot and see value without an upfront integration project or changing the systems recruiters already use.

Yes. Before any screening questions begin, the call identifies itself as an automated RecruitingPilot screening call on behalf of your agency and informs the candidate that the conversation will be recorded and summarized. Candidates can decline to participate or end the call at any time. Recruiters can later review the recording, transcript, summary, and score as part of their evaluation.

Yes. Follow-up text messages include clear opt-out instructions, and candidates can reply STOP to stop receiving future messages. Candidates can also decline an AI screening call or end it at any time. RecruitingPilot records the opt-out or declined outcome so your team can respect the candidate's communication preferences going forward.

Candidate records, call recordings, transcripts, and screening results are kept within your organization's workspace and are only accessible to authorized members of your team. RecruitingPilot uses managed cloud infrastructure and established authentication services to protect access to the platform. Candidate data can also be deleted upon request. Additional details about access controls, data handling, and security practices are available on our Security page.