Every applicant screened the day they apply.
Applications pile up faster than recruiters can call them, and the best candidates are hired elsewhere within a week. Wavyo phone-screens every applicant within hours, asks your knockout questions, checks availability and rate, and books qualified people straight into a recruiter's diary.
Where it breaks today.
The four things that quietly cost recruiting & talent teams the most money on the phone.
Applications outnumber the hours to call them
A single high-volume req draws hundreds of applicants. Recruiters screen the first twenty and the rest age out.
Candidates gone before you call
Strong people are in three processes at once. A screen four days late is a screen for someone who already accepted.
Screens that repeat the same eight questions
Right-to-work, shift availability, licences, distance, rate. Skilled recruiters spend their day on a checklist.
No-shows at interview
Unconfirmed interviews are a coin flip, and every no-show is an hour of a hiring manager's time gone.
Built for the way you actually take calls.
Not a generic assistant with your name in the greeting. Every one of these is configured against your systems, your rules and your language.
Screens within hours of applying
Calls every applicant while your role is still the one they remember applying to.
Runs your knockout questions
Right to work, certifications and licences, shift and weekend availability, commute distance, notice period and rate expectation.
Calls when candidates can talk
Evenings and weekends, which is exactly when shift and trade candidates are able to pick up.
Books the recruiter interview
Qualified candidates land on a real calendar with confirmation and reminders by text.
Reminds and re-books
Confirms the day before, and re-books rather than losing anyone who cannot make it.
Reactivates your silver medallists
Calls the strong candidates you did not place last quarter when a matching role opens.
Hours back, and revenue that stops leaking.
Voice AI pays for itself twice — once in the payroll hours it absorbs, and again in the calls that used to go unanswered.
The first screen stops being a human job
Recruiters read structured screen results instead of making a hundred calls to find eight people.
No more phone tag
Multiple attempts across different hours happen automatically until the candidate is reached.
Interview admin handled
Scheduling, confirmations, reminders and reschedules run without a coordinator.
Fill roles faster
Time to first contact is the largest controllable variable in time to fill, and it collapses.
Fewer candidates lost to competitors
You are calling on day zero, not day four, when the offer race is already lost.
Your existing database becomes a pipeline
Past applicants are the cheapest source of hires and the one nobody has time to work.
A real call, start to finish.
Natural pacing, interruption handling and the ability to actually complete the task — not a phone tree with a better voice.
Every call updates the systems you already run, so nothing has to be re-keyed and nobody changes how they work.
What recruiting & talent teams usually ask.
No. It asks the objective questions you define and records the answers. Every judgement call stays with a recruiter.
It identifies itself up front and offers a human at any point. In practice candidates prefer a screen at 7pm today to a callback next week.
Yes. Point it at a segment in your ATS and it will call through the list for a new role and update every record it touches.
Let’s build your voice employee
Bring your call volume and your worst bottleneck. We’ll show you the agent answering it live, then tell you exactly what it takes to put it in front of your customers.