Talkpush ads

We run thousands of AI interviews a day for our customers. Nobody has time to listen to them. It would take a lifetime. So we stopped trying to. AI agents read the transcripts instead. They look for specific failures: - Where the candidate didn't understand the question - Where it had to be rephrased - Where someone dropped out because they got scared - Where the answer came back wrong Every one of those is a flaw in the interview. Not in the candidate. Each week that analysis comes back as a recommendation. Tweak this question. Spend less time there. Then we close the other end of the loop. Employers tell us who did well after onboarding. We correlate that against what the interview actually asked. Sometimes the answer is uncomfortable: the question you were certain was critical has no relationship to whether that person is still there in six months. That's what a self-correcting product means. Not one that gets updated. One that gets corrected by its own output. When did you last check whether your screening questions predict retention?

The first time I ordered a burger from a kiosk instead of a cashier, I didn't miss the cashier. Candidates feel the same way about applying for jobs. The biggest change coming to recruitment software isn't coming. It's already here. Voice AI at the point of application. We've been doing it three years. Volume is growing more than 50% month over month. Here's why it's inevitable. The old sequence makes no sense. Fill in a form. Upload a resume. Wait three or four days. Then have the interview. Why split it? The candidate is right there. Motivated. Phone in hand. They want an immediate response. "Interview me now." The only way to deliver that at the scale we work at is to do it right there, right then, with AI. And it isn't just us: other vendors are moving the same way. Is your application still a form, or is it a conversation?

A candidate applies at 11 PM. By morning they have been interviewed, scored and ranked, and your recruiters have a shortlist waiting. That is Crew. Watch how Crew manages the entire process from first touch to first day, in under two minutes. What you will see: → Candidates apply by message, on the apps they already use: WhatsApp, Messenger, SMS or email → An AI interviewer talks to thousands of them a night, at any hour → Assessments in ten formats score real skills automatically, in more than fifty languages → Predictive hiring flags the risky hire before you make it → Clara, the orchestrator agent, answers questions with your own workspace data → Agents place calls and book interviews while the candidate is still on the line → Device checks and integrations with the systems you already run Your recruiters stop chasing and start meeting the people worth meeting. The future of high volume hiring is here >> https://lnkd.in/dCpHa85c

"Isn't the whole point of AI in hiring to remove human bias?" The AI interview collects information. That's its job. What happens to that information, how it's scored, how candidates get ranked, is decided by the employer. Not by us. Not by the model. So the bias doesn't sit in the interview. It sits in the scoring rules. And those are written by humans. What we can do as a data processor is make sure those rules aren't built in a way that favors discrimination or breaks the law. But the responsibility sits with the employer. Here's where AI genuinely does help. It doesn't walk in with preconceived notions. It has one mission: get from "candidate applied" to "interview finished." It has no opinion. So by definition, it has no bias. Could you build one to be biased? Of course. You could build the worst interviewer imaginable. Nobody is asking for that. Who writes your scoring rules, and when were they last reviewed?

High-volume hiring on Paradox is still hard mode. The bot chats, sends applicants to another platform with limited context, then waits for results. Easy mode looks like this: ✓ One Talkpush agent chats, interviews by voice and assesses, in one go, day or night ✓ Recruiters open a scorecard and a transcript, then call back the best ✓ Results flow into Workday, SAP or whatever ATS you run Keep Paradox if you like. Add Talkpush on one or two roles and compare. Get your Paradox vs Talkpush side-by-side.

No rip-and-replace needed. Keep Paradox running. Add Talkpush voice AI interviews on one or two roles. Compare show rates, time to first decision and recruiter hours side by side for six weeks. Then decide. That is how we would rather earn the switch. Get your Paradox vs Talkpush side-by-side.