Every applicant gets a call within minutes. You get a ranked shortlist.
An applicant who applies at 6pm is talking to another agency by 9am. The Candidate Screening Agent calls them within minutes of applying, says it is an AI and that the call is recorded, asks your screening questions in Cantonese, English or Mandarin, and books the good ones into your recruiters' calendars. A recruiter makes every hire and reject decision.
Applicants go cold faster than consultants can dial.
The applicant is warm for hours, not days
Someone applied from their phone on the way home. By the time a consultant reaches that application the next morning, they have had two other calls and a screening slot somewhere else.
Your consultants spend the day dialling
A first-round call is the same handful of questions asked forty times. It fills the diary and teaches the consultant very little, and it is the first thing to slip when the desk is busy.
The shortlist depends on who got called
When there are more applicants than hours, the ones who get a call are the ones near the top of the inbox. Everyone else is never asked, and nobody knows who was missed.
What it screens, and what you get back.
Your screening questions, asked the way your best consultant asks them
Relevant experience, salary expectation, notice period, availability, location and language ability. We write the question set with you and tune it against real calls.
Right to work: asked, not verified
The agent asks about right to work and records the answer. It does not check documents. We screen, you verify, on the candidates you take forward.
Cantonese, English and Mandarin in one call
Hong Kong candidates switch language mid-sentence. The agent follows without restarting, and reads back the details that matter, like names, phone numbers and notice periods.
Output you can use and defend
Every call produces a transcript, a recording, a summary and a score. The same questions went to every applicant, so the shortlist has a reason behind it.
Booked into the recruiter's calendar
The agent reads live availability and confirms a real slot with a fit candidate on the call, then sends the confirmation.
A human makes every decision
The agent never hires or rejects anyone. The score decides who a recruiter calls first. If a candidate asks for a person, the agent hands over.
What's included.
- Connection to your ATS or job board by webhook or email, built and tested with you during setup
- Your screening question set, written with your consultants, in Cantonese, English and Mandarin
- An opening line that discloses the AI and the recording, and a route to a human at any point
- Caller ID on your agency's number, or a new one provisioned for the role
- Live calendar availability and booking, with confirmation by email or WhatsApp
- Retries for applicants who do not pick up, and do-not-call handling
- Transcript, recording, summary and score written back to the candidate record
- A dashboard of calls and bookings, and tuning against real recordings
Who runs this.
How it works, in five steps.
Your job board, ATS or careers form passes the application on by webhook or email, connected during setup.
Within minutes of applying, from your agency's number. The first line says it is an AI, that the call is recorded, and that the candidate can ask for a person.
Your questions, in the same order for every applicant, in the language the candidate is comfortable with.
A transcript, the recording, a written summary and a score against your criteria, on the candidate record.
Candidates who fit get a slot in the recruiter's calendar, confirmed on the call.
Screening candidates in Hong Kong.
Hong Kong candidates answer in whichever language is easiest at that moment, and often change it mid-sentence. The agent opens in the language of the application, follows the candidate when they switch, and reads back what matters (their name, an eight-digit phone number, a notice period of "一個月") so a misheard word becomes a correction on the call instead of a wrong field in your database.
The first line of every call says that it is an AI assistant calling about the application, that the call is recorded and why, and that the candidate can ask for a person at any time. The candidate applied for the role, so a call about that application is expected, and we agree the wording and the retention period for recordings and transcripts with you before anything goes live.
Right to work is asked, not verified. For a Hong Kong role the agent can ask whether the candidate holds the right to work or would need sponsorship, and records the answer. Your team still checks the documents, on the candidates you take forward.
What "within minutes" is worth, on your own roles.
Take your last live role and count the applicants who were never called. That is the pool this agent is aimed at: people who applied, were qualified enough to be worth a call, and went quiet before anyone rang. We start with a pilot on one live role, so you can judge the calls, recordings and scores on your own candidates before deciding anything wider.
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AI Receptionist
Answers your main line on the first ring in English, Cantonese or Mandarin, and routes what needs a person.
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Appointment setting
Books, reschedules and confirms appointments straight into your calendar, live on the call.
Read moreFrequently asked questions
How fast does it call an applicant?+
Within minutes of the person applying. The application reaches us by webhook or email from your job board or ATS, connected during setup, and the call starts from there. The wait is mostly how quickly your system passes the application on.
Does the candidate know it is an AI?+
Yes, from the first sentence. The agent says it is an AI assistant calling on behalf of your agency, that the call is recorded and why, and that they can ask for a human at any point. Nobody is led to think they are talking to a person.
Does it decide who gets hired or rejected?+
No. It asks your questions and reports back: a transcript, the recording, a written summary and a score against your criteria. A recruiter makes every hire and reject decision. The score is there to decide who gets a human call first.
Can it check right to work?+
It asks, and records the answer. It does not verify documents. We screen, you verify: your team still does the right-to-work check the way the law requires, on the candidates you take forward.
What does it screen for?+
Whatever you would ask in a first call: relevant experience, salary expectation, notice period, availability, location, right to work and language ability. We write the question set with you, and ask every applicant the same questions in the same order.
Which languages does it use?+
Cantonese, English and Mandarin, in one call. It opens in the language of the application and follows the candidate if they switch, which Hong Kong candidates often do mid-sentence. We tune it against real recordings of your calls.
How does it connect to our ATS and calendar?+
Applications come in by webhook or email from your ATS or job board, and results go back the same way: summary, score, transcript and recording. The connection is built and tested with you during setup. Bookings go into your recruiters' calendars, so a fit candidate gets a real slot on the call.
Can we try it on a live role first?+
Yes. We suggest a pilot on one live role: you get the calls, recordings, scores and a ranked shortlist, and judge it on your own candidates before anything wider.
What about candidate data?+
Recordings, transcripts and summaries are kept under a retention policy you set, and results are written to your systems rather than ours. The call opens by saying it is recorded and why. Under the Hong Kong PDPO and similar rules elsewhere, we agree the wording and the retention period with you before go-live.
Want it screening your applicants?
Book a free consultation. Tell us about one live role and what a good candidate looks like, and we will map the screening call and set it up on that role.
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