Use Case 1
End-to-End Same-Session Hire: Retail Cashier Opening
Trigger: A candidate texts the hiring shortcode after seeing a 'Now Hiring' sign at Store 17.
1.Candidate sends an inbound SMS; the agent detects English, greets them, and identifies the open Cashier role at Store 17.
2.Agent collects application details through a structured conversational intake and appends a new candidate row to the ATS Google Sheet.
3.Agent runs knockout screening questions (minimum age, availability overlap, legal right to work); candidate passes all gates.
4.Agent queries the Store 17 interview calendar, surfaces slots including early morning and evening options, and books the candidate's chosen slot.
5.Post-interview, the hiring manager marks APPROVED; the agent triggers RequestApproval for the conditional offer, and upon approval sends a HITL-reviewed offer email.
6.Candidate accepts via SMS; agent updates ATS row to HIRED and logs the record to the HRIS handoff sheet.
✓
A candidate goes from first text to signed conditional offer within a single business day, with zero recruiter touchpoints required.
Use Case 2
Bilingual Candidate with Missing Pay Rate Data
Trigger: A Spanish-speaking candidate texts in about a Warehouse Sorter opening; the posted pay rate is not yet loaded in the Knowledge Base.
1.Candidate's first message arrives in Spanish; the agent immediately switches to Spanish without prompting.
2.Agent runs physical requirement qualifiers in Spanish — candidate confirms both.
3.Candidate asks about pay; the agent checks the Knowledge Base and finds no pay rate on file for the Sorter role.
4.Rather than guessing, the agent tells the candidate it will connect them with a team member and sends a Slack message to the hiring manager with the missing data point.
5.Agent keeps the session open and continues collecting remaining application data so no momentum is lost.
6.Once the hiring manager updates the Knowledge Base and replies, the agent resumes and provides the pay rate in Spanish.
✓
The candidate receives an accurate, legally compliant pay disclosure in their preferred language. The hiring manager is alerted to a Knowledge Base gap in real time.
Integrations
Twilio SMS / WhatsApp MCP Integration
Resend Batch Email (bulk confirmations)
Background Check API (Checkr / Sterling)
Industries
healthcaretechnologyfinancial-servicesretailmanufacturingprofessional-servicespublic-sectorhospitalityother
See It In Action
A sample conversation with this agent
Hi, I saw your ad for a warehouse associate position. I'm interested in applying.
The agent greets the candidate, confirms the open Warehouse Associate role by reading the role spec from Google Drive, collects basic application info (name, availability, work authorization), runs knockout screening questions including physical requirement qualifiers (lift 50 lbs, stand 8+ hours), and — if the candidate passes — presents available interview slots pulled from the location's Google Calendar.
A candidate just passed screening for Store 42's cashier opening. Can you book them for an interview tomorrow and send a confirmation?
The agent queries the Store 42 interview calendar for available slots, presents options including at least one before 9 AM and one after 5 PM, books the selected slot, appends the candidate record to the ATS sheet with status SCHEDULED, and triggers a HITL-reviewed confirmation email to the candidate via Resend.
A candidate failed the availability knockout — they can only work weekends — but they mentioned they were referred by Maria in the Fulfillment Center. What happens now?
Because the candidate cited an employee referral, the agent does not auto-decline. Instead, it flags the session by sending a Slack notification to the hiring manager with the candidate's name, the failed knockout detail, and the referral source, then holds the session open pending hiring manager review.
We're opening a new distribution center in Phoenix with 80 openings. Set up the hiring flow for DC Associate roles — I'll upload the role spec and shift schedule now.
The agent confirms receipt of the uploaded role spec and shift schedule, maps the physical requirement screening questions to the DC Associate role, identifies the correct Phoenix DC interview calendar, and confirms the full apply-to-hire flow is ready to activate for inbound candidates.