Candidate answers by voice, GPT analyzes HR cases and competencies — recruiter gets a shortlist.

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A recruiter posts an HR Manager vacancy on LinkedIn → the candidate clicks "Apply" → a bot opens in the browser. They upload their CV and answer voice questions about hiring experience, HR cases and metrics. AI analyzes the transcript and generates a score — the recruiter receives a shortlist with no phone calls required.

Why it works

🎯 Pre-qualification before the HR interview — only candidates with real HR process-building experience and concrete cases

📊 AI evaluates metric specificity: time-to-hire, cost-per-hire, retention rate, eNPS — not just words, but numbers from real experience

🤝 Depth of people work — the key marker of a strong HR Manager: process building, conflict resolution, retention

🔗 One click from LinkedIn — no forms, no sign-up, screening in 4 minutes

Solution KPIs

⏱ −80% recruiter time on initial HR candidate screening

📊 55–70% of candidates complete screening (voice reduces drop-off)

🎯 Top 10% in shortlist — only those who passed the AI scoring threshold

🔄 Scale without hiring — 1 recruiter closes 5× more HR vacancies

Who it is for

Built around an IT company example, adaptable to any business with high-volume HR hiring: corporations, manufacturing, retail, banking, outsourced HR agencies, corporate HR departments.

How it works

The candidate sees the HR Manager vacancy on LinkedIn and applies directly from the app — 4-minute screening, no calls, no sign-up required

The bot asks questions by voice, AI analyzes the transcript: depth of HR cases, metric specificity, process-building experience.

What is evaluated:

❓ How many employees did you hire per year and in which areas did you lead recruitment?

✅ Gives specific numbers (50–200/year), breaks down by area (IT, mass hiring, executive search)

❓ Tell me about a case where you had to build an HR process from scratch — what did you do and what was the result?

✅ Describes a concrete situation: problem, steps, measurable result (reduced time-to-hire, built onboarding)

❓ Which HR metrics did you track — time-to-hire, cost-per-hire, retention rate, eNPS?

✅ Names at least 2–3 metrics, explains how they influenced them, provides dynamics

❓ How did you work with managers who were dissatisfied with hiring quality?

✅ Describes concrete steps: requirements analysis, feedback, profile adjustment — not just "communicated more"

❓ Which HR automation tools did you use — ATS, HRIS, Huntflow, LinkedIn Recruiter?

✅ Names specific systems, describes how they configured/implemented them, not just used them

AI scores each answer against criteria and assigns a final score of 0–100

Results table: Candidate · CV Score · Hiring Volume · HR Case · Metrics · Status. Top candidates are automatically shortlisted

How to get started

1. Purchase a subscription plan

Starter+ plan from $19/mo — includes everything you need to launch the bot.

2. Copy the template and book a call

After copying the template, book a call with our manager — they will help with setup.

3. Define your HR Manager qualification criteria

Set up 3–4 voice questions for your vacancy. Recommended questions for HR Manager:

• How many employees did you hire per year and in which areas did you lead recruitment?

• Tell me about a case where you had to build an HR process from scratch — what did you do and what was the result?

• Which HR metrics did you track — time-to-hire, cost-per-hire, retention rate, eNPS?

• How did you work with managers who were dissatisfied with hiring quality?

4. Add the AI evaluation prompt

Example prompt for HR Manager qualification:

You are an AI recruiter. Evaluate the candidate for the HR Manager role based on their CV and voice answers. Evaluation criteria: 1. Hiring experience of 50+ employees/year. 2. Real HR process-building cases. 3. Knowledge of metrics: time-to-hire, cost-per-hire, retention rate, eNPS. 4. Experience with ATS/HRIS systems. 5. Structured speech, specific numbers from experience. 6. Ability to work with dissatisfied stakeholders. Output a score 0–100 for each criterion and a final verdict: ✅ Shortlisted / 🟡 Under Review / ❌ Not a Fit.

5. Our manager will contact you

The manager will help configure the bot, AI prompt and launch the screening.

What else you can connect

ATS integration: send screening results to Huntflow, Greenhouse or Lever via Webhook.

Additional assessments: add a labor law knowledge test or a case assignment directly in the bot.

Notifications: automatically send screening results to Telegram or email.

Frequently asked questions

Will candidates drop off and not complete the screening?

Based on similar solutions, completion rate is 55–70%. The bot asks 3–4 questions, voice answers take up to 2 minutes, and the interface requires no sign-up.

How does AI evaluate voice answers?

Speech is transcribed and analyzed by GPT based on criteria: specificity of numbers (hiring volume, metrics), presence of real HR cases, answer structure. Score from 0 to 100 per criterion.

Can I customize the questions?

Yes, questions are editable in the builder without code. You can add industry-specific cases, change the number of questions or add portfolio upload.

How many candidates can the bot handle simultaneously?

Unlimited — the bot works in parallel for all applicants. With 500 applications per day, all complete screening within an hour.

Are there similar templates for other roles?

Yes — the marketplace has templates for screening Account Executive, SDR and Customer Success Manager. Same logic, questions adapted to each role.

HR Manager Screening via LinkedIn: AI Bot