Professional services
AI Receptionist for Recruitment Agencies in Singapore
Recruiters lose hours to candidate status calls and gain business from client calls they were too busy to answer. An AI receptionist reverses that: candidates get a straight answer, clients get a recruiter.
Two audiences, two paths
- Candidates: application status, role details, interview times
- Clients: new vacancy briefs routed straight to a consultant
- Screening questions asked before a consultant is involved
- Interview scheduling against consultant availability
- Records written into your applicant tracking system
The Wrong Calls Get Answered
A recruitment desk receives far more candidate calls than client calls, and candidate calls are mostly the same three questions: has my application been seen, what is the salary, when will I hear back. Consultants answer them because the phone is ringing, and lose the morning.
Then a hiring manager rings with a live vacancy, gets an engaged tone, and briefs the agency that picked up instead. That single call was worth more than every candidate query that day combined.
The volume also spikes unpredictably. Post a role on a Monday morning and the line becomes unusable by lunchtime, precisely when your consultants should be working the shortlist.
Where desks lose time and revenue
- Client vacancy calls reaching a busy line
- Consultants absorbed by repeat candidate status queries
- Application surges after a job posting goes live
- Interview scheduling handled through long email chains
- Candidate details captured inconsistently
- Out-of-hours candidate calls never returned
What the Agency Gains
Client calls always get through
Employers are identified early and routed to a consultant, or a briefing call is booked within minutes.
Candidate queries handled
Status, role information and next steps answered from approved content instead of consuming consultant time.
Screening starts earlier
Eligibility, notice period, salary expectation and availability captured before anyone books a conversation.
Interviews scheduled cleanly
Slots offered against live consultant availability, with confirmations sent to both sides.
Features Recruitment Desks Use
Lead qualification
Separate question sets for candidates and clients, so each conversation gathers what it actually needs.
Lead qualificationCall screening
Cold sales calls filtered out before they reach a desk that is already fielding two audiences.
Call screeningAppointment booking
Interview and briefing slots booked into consultant diaries during the call rather than negotiated by email.
Appointment bookingHandling Candidates Decently
Candidates are people looking for work, often anxiously. Automating their calls is only defensible if it makes the experience better rather than cheaper, so the flow is written to give a real answer or a real timeline, not to deflect.
It also does not make decisions. It will not tell a candidate they are unsuitable, will not comment on their prospects, and will not screen anyone out on characteristics that have no bearing on the role. Qualification is limited to the factual criteria you define, such as availability, notice period and work authorisation status.
Rejections and feedback remain a consultant’s job. That is a deliberate design decision, not a limitation.
Recruitment Agency Questions
Can it tell candidates their application status?
Where your applicant tracking system is connected and you authorise it, yes. Otherwise it confirms receipt and gives the timeline you have published.
How does it know a caller is a client rather than a candidate?
The opening question establishes it directly, and recognised numbers from your CRM are routed without asking at all.
Can it handle a surge after we post a role?
Yes. Concurrent calls do not queue in the way they do with a human desk, which is the main reason agencies adopt this before a big campaign.
Will it conduct screening interviews?
It captures factual screening criteria. Assessment of suitability, competence or fit stays with your consultants.
Does it work for both permanent and contract desks?
Yes, with different qualification questions for each. Contract desks usually need availability and rate; permanent desks need notice period and expectation.
Give Your Consultants Their Desk Back
Show us a typical day of calls. We will build separate candidate and client paths and demonstrate a vacancy briefing arriving while the line is busy with applicants.