Placements per recruiter is your margin. The first round is where it goes.
Staffing firms, RPOs and contingent agencies bill for the shortlist, so recruiter hours are cost of goods. VeraHire scores every applicant and runs the first round as a real voice interview, so the same recruiters carry more reqs and send more shortlists. We do not place candidates. Your recruiters do.
Built for high-volume, multi-client req loads · no ATS required.
The same desk, with more reqs moving on it.
A recruiter can only run so many first-round calls in a day.
Nobody ever grew a desk by screening faster. The first round is the least differentiated hour in your recruiters' week, and it is the hour that quietly decides how many reqs each of them can carry at once.
- iThe first round is the same twenty minutes, repeated, and it is the largest single line item in a recruiter's week.
- iiEvery new req adds screening hours before it adds fee, so growth taxes the same people who won the business.
- iiiApplicants land overnight and at weekends, and on a contingent req the shortlist that goes out second usually goes out for nothing.
Score every applicant. Interview them by voice. Hand your recruiters a shortlist.
VeraHire is not an agency and it never speaks to your clients. It is equipment. It takes the first round off your recruiters so the people you already employ can run more reqs at once.
The same recruiters, with more shortlists out the door.
Applicants are scored the moment they apply, then interviewed in a natural voice conversation that follows up the way your best recruiter would. Your team wakes up to ranked candidates with the evidence attached, and spends the day on the parts a client actually pays for: calibrating with the hiring manager, selling the role, closing the offer. No ATS required.
- Every applicant scored and ranked automatically
- Voice first rounds running 24/7, so your shortlist goes out first
- The same headcount carrying more open reqs
Tuned for the roles that come back every week.
More placements per recruiter, a fraction of the screening.
The AI interview and resume analysis have already saved us about two weeks of work by providing us with five suitable candidates for the assignment. The job was posted only this past Friday, and we’re already making great progress. We’re very excited.
Role-specific hiring guides
Hiring for one of these seats? Each guide covers the interview questions that predict performance, real pay benchmarks, and the common mistakes to avoid:
Hire a Customer Service Representative · Hire an Executive Assistant · Hire an Administrative Assistant · Hire a Receptionist · Hire a Sales Manager · See all role hiring guides
Stop screening. Start placing.
Put the first round on autopilot across every req and every time zone, and give your recruiters their week back. They still own the relationship, the calibration and the close. They just stop spending their best hours on the part that never made them different. Start free, or see it run on your own reqs in a live walkthrough.
No credit card · no ATS required · your recruiters stay in charge.
Your recruiters, on the work only they can do.