Operational questions, answered.

An ATS is a system of record. Recruiting Buddy is a managed screening workflow for imported candidates: role-based resume analysis, configured outreach, call artifacts, and recruiter review. It complements the approved intake path without claiming to replace or natively integrate with every ATS.

No. Recruiting Buddy can automate approved, repetitive screening steps, but recruiters retain responsibility for human review, candidate relationships, accommodations, final interviews, and hiring decisions.

Yes, within the safety gates. Per-job rules can queue all eligible candidates, use a score threshold, or select the top-ranked. Consent, opt-out state, valid phone data, calling windows, account status, and capacity still determine whether a call may start.

Yes. Recruiting Buddy is the product; workspace admins choose the candidate-facing agent name and company introduction. The approved identity is used by configured screening calls.

Resume upload, CSV, and manual entry are built in. Forwarded email and browser capture require managed setup. Native ATS or API access is scoped separately; Recruiting Buddy does not currently advertise a universal public applicant API or native support for every ATS.

Go-live timing is confirmed after customer setup, provider readiness, billing and safety limits, consent language, support ownership, and a controlled test campaign are complete. We do not promise a fixed timeline before those dependencies are known.

The provider outcome is recorded. A configured voicemail or bounded retry may follow when the campaign rules and provider result allow it; failed and incomplete attempts remain visible for recruiter review.

No. Scripted bots read questions off a list no matter what the candidate says. Recruiting Buddy conducts an adaptive conversation: it asks follow-up questions, explores interesting answers, digs deeper with promising candidates, wraps up early when someone clearly isn’t a fit, and steers wandering conversations back on topic — the way an experienced recruiter would.

They must be told. A managed pilot is not approved until the opening identifies the staffing company and AI assistant, explains recording, transcription, AI-assisted analysis and human review, states the recruiting purpose, and asks permission to continue using counsel-approved language.

A valid request can be scheduled in the campaign timezone. Dispatch remains subject to the configured calling window, queue cadence, eligibility checks, and provider capacity; the dashboard keeps the request visible if it cannot run.

Duration varies with the configured questions, candidate responses, reconnects, and provider behavior. We review a controlled sample during onboarding rather than publishing an unverified universal duration.

Yes. Every campaign has its own interview topics and priorities configured in the dashboard. They become the interview plan, not a script — the agent covers your topics in a natural conversation, adapting the order and depth to each candidate’s answers.

Customer-data tables use organization-scoped application access and database row-level security, with encrypted transport and managed storage controls. Data location, subprocessors, retention, and customer-specific obligations are confirmed during security review. See our Security page.

It can send approved recruiting messages for an organization whose sender, campaign, content, consent source, and safety gates are verified. Ordinary sends stop for opted-out candidates, while STOP and HELP responses remain available. See our SMS Program page for current disclosures.