Screening voice agent for a video production agency
This agency produces video content for business owners at volume: short form, ads, podcasts, the lot. The output depends on a bench of editors and production staff, and that bench turns over. Hiring is not an occasional project here, it is a permanent part of operations.
Every open role pulls hundreds of applicants, and the work of sorting them lands on people who should be running productions.
- Industry
- Video production and content marketing
- Location
- United States
- Hiring pattern
- Continuous, a few hundred applicants per role
- What it cost
- About 15 hours a week of senior time
The challenge
Every hire meant the same fifteen minute call, over and over. Confirm the basics. Check availability and rate. Ask the two or three questions that actually decide it. Then work out whether anyone senior should spend real time on this person.
At their hiring volume that is most of a working day, every week, done by someone whose time is worth far more than the task. And the tenth call of the day is never as sharp as the first, so the quality of the decision drifts as the day goes on.
The bigger cost was speed. A candidate who applied on Monday waited until the following week for a slot to open up in a calendar. The good ones do not wait around for that. They take the other offer, and the agency ends up choosing from whoever was still available.
Our approach
We built the interviewer out of their own past screening calls rather than writing a script from scratch. That is what makes it sound like the agency instead of a robot reading questions: the phrasing, the order and the follow ups all come from calls that already worked.
A candidate who passes the written stage gets a single page with one button on it. They press it and the interview starts, at whatever hour suits them. It asks the role's questions, listens properly, and answers their questions about the company from a document the agency controls.
When the call ends, the recording, the transcript and a pass or fail decision land on that candidate's record, and the candidate moves to the next stage or gets a courteous close. Nobody transcribes anything or types up notes.
Outcomes
First round screening now happens the same day a candidate is ready, as many times a day as needed, at a cost that rounds to nothing. The senior person who used to run those calls reviews outcomes instead of sitting through conversations.
It also made hiring fairer to the candidates. Everyone gets the same interview and the same questions, and everyone hears back.
Running end to end, with real candidates interviewed and their results flowing into the hiring pipeline.
Why this matters
Most hiring automation speeds up the parts that were already fast. The bottleneck was never the job ad, it was the fifteen minutes of a senior person that every applicant had to pass through.
Removing that means volume stops deciding who gets a fair first call.
A voice agent on a single web page, built from the team's own past screening calls so it sounds like them.
