Recruiters spend hours on first-round screens
Basic fit and availability questions take up recruiter time that could go to the candidates already through the funnel.
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Voice AI · Recruiting & HR
Screen every applicant, not just the first ten
Dring calls candidates to screen fit and availability, runs reference checks, schedules interviews on the recruiter's calendar, and answers routine HR questions, all by phone.
The problem
What breaks today
Recruiting slows down at the exact steps that need a person's judgment least.
Candidates go quiet during a slow process
A candidate who does not hear back within days often accepts elsewhere before the next call is even scheduled.
Reference checks bottleneck hiring
Chasing down references by phone is slow, manual, and easy to deprioritise under a busy hiring schedule.
What changes
Every candidate hears back the same day
Dring calls applicants shortly after they apply, asks the qualifying questions, and books an interview slot on the calendar for anyone who fits. Reference checks and routine HR questions run the same way, freeing recruiter time for the conversations that need it.
Every screen is logged with the transcript, so the hiring team sees exactly how the call went.
Hi, this is Dring calling about your application for the operations role. Do you have a few minutes?
Yes, go ahead.
Can you start within the next month, and are you open to the on-site schedule listed in the posting?
Yes to both, I can start in two weeks.
Screen resultQualified
Next stepInterview booked
Capabilities
Built to screen, not just collect answers
Candidate qualification
Screens for fit, availability and requirements before a recruiter spends time on the call.
Reference checks
Calls references directly, asks the standard question set, and logs the responses.
Interview scheduling
Books qualified candidates directly onto the recruiter's or hiring manager's calendar.
Onboarding assistant
Answers routine questions and sends documents to new hires by SMS or WhatsApp.
System write-back
Logs every call outcome to your ATS or HR system through the same API and webhook connections.
62 languages
Screens and answers HR questions in the candidate's or employee's own language.
How it works
A typical screening call
- Step 1
Application received
A new candidate is added to the calling list shortly after applying.
- Step 2
Call placed
The agent calls to introduce the role and confirm interest.
- Step 3
Qualifying questions
Fit, availability and requirements are checked against the role.
- Step 4
Interview booked
Qualified candidates are scheduled directly on the hiring team's calendar.
- Step 5
Outcome logged
The transcript and result are written to the ATS or HR system.
Measured on every call
Screening you can audit
100%of calls analysed and scored
24/7calling availability
<1 smedian response time
FAQ
Common questions
Does the agent make the hiring decision?+
No. It screens for fit and availability and hands qualified candidates to the recruiter, who makes every hiring decision.
Can it run reference checks as well as candidate screens?+
Yes, reference checks follow the same calling flow with a question set built for that purpose.
What happens to candidates who do not qualify?+
The outcome is logged so the recruiter has a record, and the candidate is informed rather than left waiting.
Does it integrate with our ATS?+
Call outcomes and transcripts can be written back to your ATS or HR system through API and webhook connections.
Screen candidates the day they apply
Weeks, not quarters, to launch. Choose the subscription that fits your workflow, volume and support needs.