Your ATS already handles applications and pipelines. What it cannot do is ring four hundred applicants, find out who is actually available and interested, and get the good ones into a calendar. VoiceGun does that stage, then writes everything back where your recruiters already work.
Screens at volume · Books interviews on the call · Works with your ATS
Availability, notice period, location, salary expectation and right to work, established consistently on every applicant rather than the first twenty.
Good candidates are gone in days. A call on the day of application beats a screening slot next week.
Real slots from the hiring manager calendar, offered and confirmed while the candidate is still on the phone.
Reminder calls before the interview, and a rebooking call after a miss instead of the candidate silently dropping out.
Most agencies sit on thousands of candidates nobody has called in a year. Work the whole database and find who is looking again.
Across 40+ languages, which matters for volume hiring where the best applicant is not always the most confident English speaker.
Applicant tracking systems are good at storing candidates, moving them through stages and reporting on it. They are not built to hold four hundred phone conversations this week. VoiceGun does the calling stage and pushes results back into the system you already use, so nobody changes where they work.
Connect your stack →Most agencies hold thousands of people who applied once, were perfectly good, and were not right for that particular role. Nobody has contacted them since, because ringing four thousand old records is not a job anyone volunteers for. Circumstances change constantly though: people finish contracts, relocate, get made redundant, or simply become willing to move for the right thing. Working that list costs no advertising spend at all, and it is the single highest-return campaign most staffing teams never run.
See it in action →A human screener on their fortieth call of the day asks shorter questions than they did on the first, and the last hundred applicants get a thinner assessment than the first hundred. And that is before anyone takes a holiday. The agent asks the same questions in the same way on every call, which makes the shortlist comparable.
See how approvals work →"We run campaigns for six clients from one dashboard. Briefing a new agent takes about as long as writing an email."Founder Agency partner
Set up your first agent free. Hear it call your own phone before it calls anyone else's.
The three bars in our logo are a voice mid-sentence.
Right now, they're speaking for teams across the world, on the calls they make and the
ones they take.