Every business with staff turnover has the same hidden cost: hours lost to screening people who were never a fit. That's the entire pitch for an AI HR assistant — and it's why this product sells faster than almost anything else in the AI category.
Who buys, and why
- Clinics and dental practices — front-desk and assistant roles reopen constantly.
- Restaurants, retail and logistics — hundreds of applicants per posting, almost none pre-qualified.
- BPOs and call centres — language fluency must be verified before a human's time is spent.
- Agencies and growing SMBs — no HR department, so the founder does the screening at night.
The 90-second pitch
"You post a job and get 200 applications. You read maybe 40, phone screen 10, and 8 of them were never right. We put an assistant on your careers page that reads every CV against your requirements, runs a real 5-minute voice interview with the ones who pass, and sends you a scored shortlist with recordings. You only ever talk to the final few."
Run the demo, don't describe it
The highest-converting demo takes four minutes:
- Ask for a role they're hiring right now. Paste the job description in live.
- Upload a real CV and show the fit score and the reasoning.
- Open the interview link on your phone and answer two questions out loud.
- Show the transcript, score and recording landing in the dashboard.
Nobody argues with a shortlist they just watched get created.
Handling the four common objections
- "Will candidates find it impersonal?" It's a conversation, not a one-way recorded video — and candidates get a decision in days instead of weeks. Response rates go up, not down.
- "Is it fair?" Every candidate gets the identical structured question set. A human still makes every reject and hire decision. That's more consistent than ad-hoc phone screens.
- "We already use an ATS." Great — this sits in front of it. The ATS stores applications; this qualifies them.
- "Too expensive." Compare it to one hour of the hiring manager's time per week. Most clients break even in the first role.
Pricing that closes
Sell a monthly subscription per company, not per hire — employers hate variable hiring costs. Add a setup fee for configuring their careers page and question sets. Offer the first role free; the shortlist does the selling for you.
Where to get the product
The Channel Partner program includes the full hiring assistant you can white-label and sell in your city, with included interview minutes that never expire and a done-for-you demo environment.