A recruiting chatbot that fields pay, schedule, location, and status questions in seconds - and hands off to a human the instant judgment, compliance, or emotion is on the line.
30-day free trial. No setup fees, no long-term contracts.
Pay, shift, location, status - the same four questions arrive on every requisition, and recruiters burn hours typing the same replies. A recruiting chatbot answers them instantly from your requisition and pipeline, then steps aside the second a question needs a human. The goal is not to replace recruiters. It is to let them close instead of copy-paste.
These answers live on the job and in the pipeline. They never change by candidate, so a bot can answer them identically, around the clock.
What does the role pay? Is it hourly or salaried? Is there overtime, a shift differential, or a sign-on bonus? These are the first questions a candidate asks and the ones recruiters answer most. A chatbot pulls the published range straight from the requisition and answers instantly, so no applicant ghosts you over a number you could have shared in one line.
Is this full-time or part-time? Which shift? Are weekends required? Can I pick up overtime? Schedule questions are the single biggest reason good candidates self-select out, and the earlier they get a straight answer the less time your recruiters waste on a mismatch. Let the bot state the hours up front and move the right people forward.
Where is the job? Is it on-site, hybrid, or remote? Is there parking or transit nearby? For multi-location and high-volume hiring, location is a fast disqualifier. A chatbot that answers with the exact site and routes the candidate to the right branch saves a recruiter a dead-end call.
Did you get my resume? Where am I in the process? When will I hear back? Status anxiety drives candidates to apply elsewhere while they wait. A chatbot reads the pipeline stage and tells them exactly where they stand, 24 hours a day, without a recruiter stopping work to look it up.
Draw the line before you launch. Factual questions get deflected; anything needing judgment, compliance, or empathy goes to a recruiter.
Pay and schedule questions
Published pay ranges and shift details live on the job and never change by candidate, so a chatbot can answer them instantly and identically every time.
Recruiter answers by hand
Saved canned replies
Bot answers from the requisition
Application status
A chatbot wired to the pipeline reports the real stage on demand, so candidates stop pinging recruiters for an update that a lookup could give them.
Candidate emails and waits
A generic confirmation screen
Bot reads the live pipeline stage
Negotiation and exceptions
Anything that requires judgment - a counteroffer, a disability accommodation, a special case - must escalate to a human the moment it surfaces, never be improvised by a bot.
Bot guesses or stalls
Bot promises a callback
Instant handoff to a named recruiter
Emotion and frustration
When a candidate repeats a question, uses frustrated language, or asks for a person, the right move is an immediate handoff, not another automated loop.
Bot repeats the same reply
Bot logs a ticket
Escalate on the first signal
Set the trigger. We handle the rest. Here is how a recruiting chatbot and your team split the work from first touch to offer letter.
Give every team, region, or location its own Apply Here page on your own domain, and ask candidates to opt in to messaging at the point of application. The chatbot conversation then rides on lawful prior consent, so every automated reply is welcome rather than cold, and every applicant lands in one pipeline the bot can read from.
Wire the chatbot to the requisition and the template library so it answers pay, schedule, and location from a single source of truth. Preloaded and custom templates with dynamic merge fields like first name, position, and interview time keep every answer on-brand and consistent. Update once and the correct answer deploys everywhere, so a stale pay range never slips through.
Let the bot read the candidate record and tell them where they stand - received, under review, interview scheduled - on demand, around the clock. Status deflection alone clears the single most common question off your recruiters' plates and keeps anxious candidates from drifting to a competitor while they wait.
Decide in advance what the bot must never answer alone: negotiation, accommodations, legal or EEO questions, anything the candidate asks twice, and any explicit request for a person. The moment a trigger fires, the bot stops improvising and hands the thread to a recruiter rather than guessing its way into a bad answer.
Escalation is not a dead end. Route the conversation to the recruiter or desk that owns that role or location, and carry the entire thread with it so the candidate never repeats themselves. A centralized two-way inbox keeps SMS, email, and AI call activity in one place, so the human picks up exactly where the bot left off.
For high-volume roles, a chatbot answers the FAQs and AI Voice Calls take the next step - phone-screening candidates and feeding results back into the pipeline. AI Call Campaigns run that screening across an entire segment at once, so recruiters only pick up the phone for the people worth a live conversation.
Track which questions the bot handled, which it escalated, and where candidates dropped off mid-conversation. Real-time engagement tracking shows you what to add to the bot and what to keep in human hands, so deflection improves without ever letting the experience feel robotic.
Deflection is for convenience, never for walling people off. These four triggers should hand the thread to a recruiter every time.
Negotiation, counteroffers, flexible start dates, special arrangements - anything that bends the standard offer requires a person with authority. A bot that invents an answer here creates a promise you cannot keep, so escalate the instant judgment is required.
Requests for a disability accommodation, questions about equal-opportunity policy, or anything with legal weight must reach a human and a locked, approved response. Never let a bot paraphrase a legal or EEO statement - hand it off and keep the approved language intact.
A repeated question is the clearest signal the bot missed. One more automated loop frustrates a good candidate; a handoff recovers them. Treat a second attempt at the same question as an automatic escalation.
If a candidate is upset, confused, or explicitly types that they want to talk to someone, the right answer is always yes. Deflection is for convenience, not for walling people off - the moment they want a human, give them one.
Automated candidate conversations are regulated. These guardrails keep deflection compliant and on-brand, so speed never costs you trust.
SMS recruiting is regulated. Capture lawful prior consent on your Apply Here page, include a clear opt-out such as Reply STOP on every automated message, and honor it automatically. Email keeps automatic unsubscribe handling intact for CAN-SPAM.
Queue automated replies to sensible local hours so a status update never buzzes a candidate at 3am. Fast does not mean reckless - respect quiet hours even when the bot runs around the clock.
Keep legal disclaimers and equal-opportunity statements in locked template sections so a bot can neither strip nor reword them. Approved language stays approved from first touch to offer letter.
Every automated message, apply page, and offer letter reinforces your brand, not the platform's. Your logo, your colors, your domain - the chatbot sounds like your team, end to end.
Let a recruiting chatbot deflect the routine, escalate the rest, and keep every touch on your brand. See the communication engine, AI ranking, and AI voice screening work as one.
Designed for speed. Built for scale. No setup fees, no long-term contracts.
