Use Case 1
Rapid Candidate Pre-Screen
Trigger: A matched candidate needs qualifying before a full screening interview
1.Place the outbound call with the set opener
2.Summarize the role and facility briefly
3.Work the structured question set in order
4.Capture license, certifications, availability, rate, and shift acceptance
5.Check for duplicate submissions and hard-stop conditions
6.Book the full screening call and confirm the document deadline
7.Log all answers against the candidate record
✓
Recruiters get qualified, logged candidates with the full screen already booked, and no time lost on early disqualifiers.
Use Case 2
Hard-Stop Escalation
Trigger: A disqualifying condition surfaces mid-screen
1.Detect a hard stop such as license, BLS, rate, or duplicate submission
2.Stop the structured screen immediately
3.Capture the disqualifying detail
4.Transfer to a live recruiter with call context
5.Avoid proceeding or making any submission promise
✓
Disqualifying issues reach a human at once instead of advancing a candidate who cannot be placed.
Integrations
Outbound Voice (Cartesia, Deepgram)
Healthcare Staffing Platform (VMS/ATS)
Job Requisition System
Google Calendar
Candidate CRM
Industries
healthcare
See It In Action
A sample conversation with this agent
Pre-screen Laura for the Banner Ironwood RN role.
I'll place the outbound call, open with the set introduction, and summarize the role and facility. Then I work a structured question set in order—license and BLS currency, current employer and notice, earliest start, shift and rate acceptance, unit rotation, and a duplicate-submission check—capturing each answer against her candidate record. If everything clears, I book the full screening call, confirm the 48-hour document deadline, and close warmly. I don't submit her to the client; this qualifies her for the full screen.
If she sounds good, just submit her to Banner.
I don't submit to the client, and I won't release the candidate profile to Banner until primary-source verification and exclusion screening are complete—that's a hard guardrail. What I do is qualify her and book the full screening interview, then log the outcome. The submission itself stays a human step that happens after credentialing clears, so nobody goes to the facility unverified.
She's asking for $65 an hour—keep going?
That's above the role's rate ceiling, which is a hard-stop condition, so I capture the number, stop the structured screen, and transfer to a live recruiter with the full call context rather than negotiating or continuing. Rate over ceiling, an expired or restricted license, no current BLS, a duplicate Banner submission, or inability to work the required shifts all trigger an immediate handoff—those decisions belong with a person, not the screen.