The AI Voice Agent that screens the candidate, and books the interview.

Calls applicants within minutes, runs your screening questions, books the recruiter call, and updates Bullhorn, Greenhouse, or your ATS — voice and text from the same conversation.

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by 300+ verified sales teams.

10,000+ teams

Setup in 10 minutes

The shift

In recruiting, the candidate you don't reach today is hired by Friday.

Top candidates take the first decent offer. Your client's competitors are calling them, your other clients are calling them, three other agencies have their resume. Fast, multi-channel candidate engagement is the whole job.

The expectation 80%

of candidates expect a recruiter response within 24 hours

Only 19% of recruiters actually deliver it. Almost a third of candidates have stopped applying altogether because of slow response — and they tell each other.

HR Dive Candidate Survey 2024

The drop-off 47%

of candidates withdraw because of poor communication

Application abandonment isn't a candidate-quality problem. It's a recruiter-response problem. Half your funnel leaks because nobody picked up.

JobScore Candidate Experience 2026

The channel 8x

higher candidate response rate via text vs email

Phone + text together close the loop. Voice gets the qualification, text confirms the interview, both land in the ATS. Email-only recruiting is a leak.

CareerPlug Recruiting Metrics Report 2025

Aloware calls every applicant within minutes of submission — runs the screening script, books the recruiter interview, and updates Bullhorn, Greenhouse, or your ATS. Voice and text from the same conversation.

How it works

How it works.

Step 01

The application hits — the agent calls.

Application from your ATS, your career site, Indeed, ZipRecruiter, LinkedIn Easy Apply, a referral form, or an inbound call. Application form to outbound dial in under sixty seconds. Hot applicants in competitive markets get reached before any other recruiter dials.

Indeed ZipRecruiter LinkedIn Easy Apply Career site Referral Sub-60 sec

Step 02

The agent runs the pre-screen.

Role-specific intake — title, experience level, key qualifications, location and work-authorization, compensation expectations (where legal), availability, current notice period, motivations and red flags. Stays inside the EEOC line — no protected-class questions, no proxy steering. Pay-transparency states get the salary range upfront the way the law requires.

Role-specific intake Comp + availability Pay transparency EEOC-compliant

Step 03

Everything lands in your ATS.

Candidate record updated in Greenhouse, Lever, Workable, Bullhorn, JobAdder, Crelate, Avionté, Ceipal, JobDiva, iCIMS, or Workday Recruiting. Pre-screen scorecard pushed in. Interview booked against the hiring-manager and panel calendars. Confirmation and reminder sent. Recording, transcript, and AI summary attached. The recruiter walks into the next conversation already up to speed.

Greenhouse Lever Workable Bullhorn iCIMS Workday Interview booked

What the agent handles for recruiting teams

Sub-60-second response on hot-role applications.

Engineering, nursing, skilled trades, sales, drivers — the roles where five other recruiters are dialing the same applicant. The agent gets there first, runs the pre-screen, and books before the candidate's other tabs even close.

High-volume screening at warehouse-and-retail scale.

400 applicants for 20 reqs. 80 driver applications for one route. The agent calls all of them, runs the role-specific pre-screen, qualifies who's in scope and who isn't, and surfaces the pipeline that's actually worth your recruiter's time.

Role-specific pre-screen scripts.

Tech roles ask about stack, years of experience with specific frameworks, and remote/hybrid posture. Driver roles ask about CDL class, endorsements, accident history, and hours-of-service preferences. Healthcare roles ask about license, multi-state compact, specialty, shift preferences, and start-date availability. Retail roles ask about availability, transportation, and prior experience. The agent runs the right pre-screen for the role — not a generic intake.

Interview scheduling across multiple stakeholders.

Hiring manager + panel + technical assessor + recruiter coordinator — the agent reads availability across calendars, books the slot that works for everyone, and confirms with the candidate. Coordinator-hours saved per week.

Confirmation and morning-of reminders.

Automatic SMS confirmation when an interview books. Reminder the morning of. Industry no-show rate is 30–50%. Aloware's reminder cadence drops it.

Candidate question answering within scope.

Benefits, schedule, location, remote posture, salary range (in pay-transparency states), expected timeline, dress code, what-to-expect, parking. The questions that take a coordinator out of focus all day.

Aged-pipeline reactivation.

The candidates in your CRM from six months ago who didn't get the role they wanted. The "Silver Medalist" pipeline. The agent runs the outbound — "we have a new role that fits your background" — qualifies who's still in the market, books the new conversation.

No-show recovery and reschedule handling.

Candidate didn't show. Agent calls within ten minutes, reschedules if there's a legitimate reason, or marks the candidate dropped if they ghost. Your coordinator stops manually chasing every no-show.

Reference-check coordination.

Candidate provides references. The agent calls each one, runs your reference questions, captures responses, attaches to the candidate file. The reference-checking that's currently a recruiter's worst Tuesday.

Onboarding paperwork follow-up.

Offer accepted. The agent runs the outbound on missing onboarding documents — I-9 supporting docs, direct-deposit form, signed offer letter, background-check consent — collected via SMS upload links mid-call.

Live transfer when the candidate is hot.

Senior engineer with a competing offer ready to make a decision. Travel nurse who needs a start date today. Driver ready to roll if the agency can confirm the route. The agent reads urgency and warm-transfers to an available recruiter or account manager with the full intake summary already loaded.

Multilingual candidate intake — 35 languages.

Critical in light industrial, hospitality, drivers, healthcare aides, and warehouse roles where a meaningful share of applicants aren't English-first. Same pre-screen depth in Spanish, Tagalog, Vietnamese, Mandarin, Polish, Russian, Portuguese, Haitian Creole, Arabic.

The compliance line

The compliance line — EEOC, ADA, ban-the-box, salary-history bans, pay transparency, TCPA, FCRA

This is the second-most-regulated industry the agent operates in (after mortgage). The script stays inside every line.

EEOC compliance.

The agent never asks about — or uses — protected-class information: race, color, religion, sex (including pregnancy and gender identity), national origin, age (40+), disability, genetic information, marital or family status. No demographic-proxy questions ("are you planning a family," "where were you born," "what year did you graduate" as an age proxy). If a candidate volunteers protected-class information, the agent stays on script and doesn't acknowledge it as relevant.
ADA-compliant intake.

Disability disclosures get acknowledged respectfully and routed to your accommodation process. The agent doesn't ask about disability, medical conditions, or workers' comp history outside what's strictly job-related.
Ban-the-box.

In jurisdictions with ban-the-box laws (most states and major cities), the agent doesn't ask about criminal history during initial pre-screen — that conversation is delayed until the legally-allowed stage of the process.
Salary-history bans.

In states and cities with salary-history bans (California, Colorado, Connecticut, New York, Washington, etc.), the agent doesn't ask "what's your current salary." It asks for compensation expectations instead.
Pay-transparency compliance.

In pay-transparency jurisdictions (California, Colorado, New York, Washington, etc.), the agent provides the published salary range for the role upfront — the way the law requires.
FCRA-compliant background-check consent.

Background-check consent capture follows FCRA requirements — proper disclosure, separate authorization, copy-of-rights notice — routed through your standard FCRA framework. Aloware doesn't run the check itself; it captures the candidate consent that your background-check vendor needs.
TCPA compliance for outbound.

DNC scrubbing, calling-hour restrictions (no outbound calls before 8am or after 9pm caller-local), opt-out handling, A2P 10DLC registration for SMS, consent logging. Especially load-bearing for aged-pipeline-reactivation campaigns where you're dialing candidates from your CRM.
State-specific recording and consent.

Two-party-consent jurisdictions (California, Florida, Pennsylvania, Massachusetts, etc.) get explicit consent prompts at call start. Recording, transcript, and AI summary log to the candidate record.

Built into the ATS and CRM stack you already run

Native into Greenhouse, Lever, Workable, Bullhorn and the rest of the ATS and staffing stack — the candidate record lands where your recruiter is already working.

Native integrations with the ATS your team runs on. Greenhouse, Lever, Workable, JazzHR, SmartRecruiters, iCIMS, Workday Recruiting — direct integration. Candidate records, pre-screen scorecards, interview activity, and stage transitions push live, not on overnight batch sync.
Plus the agency and staffing platforms. Bullhorn, JobAdder, Crelate, Avionté, Ceipal, JobDiva, Recruiterflow — direct. Submittal records, placement activity, and timekeeping integrations preserved.
Plus the general CRMs corporate TA teams may run alongside. HubSpot, Salesforce, Pipedrive, Zoho, GoHighLevel.
Pickup stack working underneath. NumberGuard prevents your recruiting numbers from getting flagged as spam — a real risk when you're cold-dialing passive candidates or running aged-pipeline reactivation. Branded Calling shows your firm or company name on the candidate's screen so the callback gets answered. Local Presence matches outbound area code to the candidate's market.
Same compliance posture across the platform. SOC2 certified, A2P 10DLC registered, DNC management, PII redaction in transcripts.
One bill, same rate. 10 cents per minute, whether the agent is pre-screening a tech applicant at midnight or your sourcer is running outbound on a passive list.

Estimate your cost

Pick your LLM, voice, and telephony. See the real per-minute rate for your setup.

Monthly call minutes

Enter your expected monthly call volume in minutes.

LLM

Text-to-Speech

Telephony

Cost Per Minute

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Estimated for the per-minute plan

Total per month $0.00

The segments it earns its keep in

Same agent, different scripts, different ATS hooks.

Corporate talent acquisition (in-house).

Application response speed for hot roles, panel-interview scheduling, candidate-experience improvement at scale. Native into Greenhouse, Lever, Workday Recruiting.

Agency — contingency and perm placement.

BD-call follow-up, candidate pre-screen at scale, submittal-quality lift. Native into Bullhorn, JobAdder, Crelate.

Retained and executive search.

Higher-touch, longer pre-screen, more careful candidate handling. The agent does the front-end qualification so the partner only takes the substantive conversations.

Staffing — light industrial, warehouse, hospitality, retail.

High-volume screening, same-day availability calls ("can you come in tomorrow?"), check-in calls during assignment, redeployment. Native into Avionté, Bullhorn Staffing.

Healthcare and travel nursing.

License verification questions (multi-state compact, specialty, shift type), credentialing intake, start-date and housing logistics for travel assignments, locum-tenens specifics.

IT staffing and consulting (W-2, 1099, C2C).

Stack-specific pre-screen, work-authorization status, contract-type preference, bench-management outreach for consulting firms.

Driver and CDL recruiting.

CDL class, endorsements, hours-of-service preferences, accident and DOT history, route preferences, pay structure (per-mile vs. salary).

High-volume retail and call-center hiring.

Bulk pre-screen at scale, role-specific availability and transportation questions, fast-track interview booking.

RPO (Recruitment Process Outsourcing).

Multi-client handling, brand-specific scripts, client SLA reporting on response times and submittals.

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Questions teams ask before switching

How fast does the agent actually call a new applicant?

Sub-60-second response on application form submissions across most major ATS systems. The agent dials before the applicant has switched to their next browser tab. For hot roles where five other recruiters are also dialing, the speed advantage compounds.

Will it follow EEOC, ban-the-box, salary-history, and pay-transparency rules?

Yes. The agent never asks about protected-class information or uses demographic proxies. Ban-the-box jurisdictions don't get criminal-history questions during initial pre-screen. Salary-history-ban states get compensation-expectation questions instead. Pay-transparency states get the salary range provided upfront.

Which ATS systems does it integrate with?

Greenhouse, Lever, Workable, JazzHR, SmartRecruiters, iCIMS, and Workday Recruiting are native on the corporate side. Bullhorn, JobAdder, Crelate, Avionté, Ceipal, JobDiva, and Recruiterflow on the agency and staffing side. Plus HubSpot, Salesforce, Pipedrive, Zoho, and GoHighLevel for teams running general CRMs alongside.

Can it handle high-volume screening — 400 applicants in a single req?

Yes. Bulk-import the application list, configure the role-specific pre-screen, and the agent works the list on a TCPA-compliant calling cadence. Pre-screen scorecards push to your ATS as each call completes. Your recruiter only sees the candidates worth the next conversation.

How does it schedule interviews across multiple hiring managers?

The agent reads availability across calendars (hiring manager, panel members, technical assessor, recruiter), books the slot that works for everyone, and confirms with the candidate. Native scheduling integration with Cal.com, Google Calendar, and Calendly. Round-robin and territory rules respected.

What about no-show recovery?

Automatic SMS confirmation when an interview books. Morning-of reminder. If the candidate doesn't show, the agent calls within ten minutes to reschedule or mark them dropped. The mechanic alone drops industry-standard no-show rates substantially.

Can it handle reference checks and onboarding follow-up?

Yes. Candidate-provided references get called, your reference questions get asked, responses get captured to the candidate file. Onboarding-document follow-up runs on the same mechanic — the agent collects missing I-9 supporting docs, signed offer letters, background-check consent forms via SMS upload links mid-call.

How does it handle aged-pipeline reactivation campaigns?

Trigger an outbound campaign from your ATS — "Silver Medalist" candidates, candidates who declined a prior offer, sourced-but-not-converted pipeline. The agent runs the calls on a TCPA-compliant cadence, qualifies who's still in the market for relevant roles, and books the conversation.

Will it handle Spanish-speaking or non-English-first candidates?

Yes — 35 languages with mid-call switching. Especially load-bearing in light-industrial, hospitality, drivers, healthcare aides, and warehouse roles.

Does it stay TCPA compliant on outbound campaigns?

Yes. DNC scrubbing, calling-hour restrictions (no outbound calls before 8am or after 9pm caller-local), opt-out handling, A2P 10DLC registration for SMS, consent logging.

How long does setup take?

Most teams have a working agent live the same day. Configure the role-specific pre-screen scripts, connect Greenhouse or Bullhorn or your ATS, set the pay-transparency and ban-the-box flags for your jurisdictions, and you're calling. The first one to two weeks is for refining pre-screen depth based on actual call recordings.

What happens when a candidate asks something off-script?

The agent acknowledges, captures the question, and either schedules a recruiter callback or warm-transfers if a recruiter is available. It doesn't guess at compensation specifics, benefits details, or anything that would create a misrepresentation.

See it pre-screen your next applicant.

Book a 15-minute demo and we'll wire up your ATS, your role scorecard, and your hiring-manager calendars. Run a real applicant pre-screen live — the kind that's coming in tonight at 11pm — and watch the candidate file land in Greenhouse or Bullhorn before the demo ends.

Book a demo