EXCEL

Interview · Staffing

Screen the questions you already ask. People still make the offer.

Staffing phones and inboxes fill with candidates who cannot work the shift, lack the credential, or wanted a different city. A structured screen is a checklist. It is not an autonomous hiring manager.

EXCEL asks the job-order questions you approve — role, shift, availability, credentials you are allowed to ask — and hands a packet to a recruiter. Offers, pay exceptions, and rejections stay with people.

Screening asks the questions you approve and captures answers. People make hiring decisions. Offers, pay exceptions, and sensitive HR topics stay with humans.

Recruiters spend mornings on screens that were never going to place

Second-shift warehouse roles get first-shift-only candidates. Credentials are missing. Availability was never asked. Recruiters discover it on a live call that should have been a packet.

What a staffing interview agent actually is

A structured conversation against a job order: role, location as the candidate states it, shift, start date, credentials on your list. Score or flag by your rules. Recruiter reviews. The agent does not hire, reject with legal flavor, or negotiate pay.

Screens that match how desks actually work

  • Candidate inbound

    Role interest, shift, credentials, start date. Packet to recruiter.

  • Employer job order

    That is a different path — intake for the desk, not a candidate screen. Do not mix them.

  • Temp-to-hire follow-up

    Availability and interest only if you configured that. Not a performance review.

The job-order checklist

  • Role

    The orders you actually fill.

  • Shift and start

    First, second, weekends, date.

  • Credentials you may ask

    Only the list counsel is comfortable with.

  • Availability

    Hours they can work. Not a personality test.

Hypothetical: warehouse, first shift, available now

Hypothetical. Not an autonomous hiring decision and not a live job order.

Candidate
I am looking for warehouse work. I can start immediately. First shift only. No CDL.
Interview agent (configured)
I can run the screening questions for warehouse roles we are filling. Are you able to work weekends if a job order includes them, and do you have the steel-toe requirement on this order?
Candidate
Weekdays only. I can get steel toes. What does it pay?
Interview agent (configured)
Pay and offers stay with a recruiter. I will record first-shift, weekdays, available now, steel toes possible, no CDL, and send the packet. I will not decide whether you are hired.

Recruiters still choose who is submitted and who gets an offer. Screening is not selection.

Employment hard stops

  • Make a hiring decision, offer, or rejection that sounds like an employment action
  • Negotiate pay, bonuses, or accommodations
  • Ask questions you are not allowed to ask
  • Promise a specific job exists
  • Mix employer job-order intake into a candidate screen without a separate tree

Staffing configuration

  • Job-order templates and disqualifying answers you define
  • Credential lists counsel approved
  • How packets land for recruiters
  • Employer vs candidate entry points
  • Languages and after-work calling windows

Recruiters still hire

Offers, rejections, accommodations, wage negotiation, anything that sounds like an employment decision. People make hiring decisions.

Plan details live on the pricing page. Current plans are listed there.

Parent pages

This page is the intersection. The service and industry pages still stand on their own.

Related EXCEL services

Related guides

Questions for this workflow

Does the AI decide who gets the job?

No. People make hiring decisions. The agent collects and flags. Offers and rejections stay with recruiters.

Can it make an offer?

No. Pay, start dates as commitments, and offers are human.

What questions is it allowed to ask?

Only the list you approve. We do not invent a personality instrument.

Is this the same as lead qualification for contractors?

No. That product qualifies a remodel. This one screens a candidate against a job order.

Can employers call the same line?

If you want a job-order intake tree, we build it separately so a candidate screen does not collect a requisition.

Can it decide who is qualified?

It can ask your knockout questions. Hiring decisions stay with recruiters and clients.

Does it decide who gets hired?

No. It asks approved questions and captures answers. People make hiring decisions.

Is this only for recruiters?

It is most useful where first-round screens repeat. Many trades and care companies hire that way; a pool-service company usually does not need a dedicated interview agent.

Bring one job order and the five questions you wish every candidate had already answered. That is the screen.

Bring the real call types. We will tell you what belongs in an agent and what should stay with people.