PEOPLE & INSIGHT
Interview every candidate
Screening caps your talent funnel at whatever your recruiters can humanly handle. The worker interviews every single applicant: a live, structured first round that surfaces the people your process would have skipped.
Built for:
Your best candidate might be in the pile you never opened
Hundreds apply; a handful get calls. Everyone else is filtered by keyword matching and thirty-second scans, which is precisely where strong candidates with unusual paths disappear. The career changer, the self-taught, the one whose CV undersells them: your process never met them.
Meanwhile your recruiters spend their week on repetitive first rounds, asking the same questions on loop, with energy that fades by Thursday. The craft of recruiting, closing great people, gets the hours left over from screening.
Before: the human bottleneck
Hundreds apply; a handful get calls. Everyone else is filtered by keyword-matching and gut-scan, which is where strong candidates with unusual paths quietly disappear. Meanwhile recruiters spend their week on repetitive first rounds instead of closing the finalists.
With an AI worker
Every applicant books a first-round interview with the worker within hours of applying: consistent questions, real conversation, and structured scoring against your rubric. Recruiters open their day to ranked candidates with interview memos, and spend their skill where it matters, on the shortlist.
A real first round for every single applicant
Every applicant books a live first-round interview with the worker within hours of applying: same structured questions, real two-way conversation, transparent that it is an AI, and scored consistently against your rubric. Candidate one hundred gets the same quality interview as candidate one.
Recruiters open their day to a ranked list with interview memos, recordings, and flagged standouts, and spend their skill on the shortlist. Humans still make every decision. The funnel just stops making decisions for them by exhaustion.
How it works
- 1
Define your interview structure and scoring rubric per role.
- 2
Applicants self-book; the worker runs live first-round interviews at any volume.
- 3
Recruiters receive ranked candidates with memos, recordings, and flagged standouts.
Where it runs. What it connects.
Integrations
The systems it reads and updates while the conversation happens.
Priced against the work, not the software.
An AI notetaker costs 20 dollars a month because it leaves the work on your desk. A worker is priced against the work it takes off it, and you can prove that before you spend anything.
Step 2 · Prove it solo
Delegate Solo, $99/month. One worker on your own workflow until the value is not a promise.
See SoloStep 3 · Scale what worked
Delegate Team From $1,490/month.
One strong hire your keyword filter would have skipped repays the year.
Compare plansPut one open role's full applicant list through a real first round, and see who your filter was hiding.
FAQ
Is this fair to candidates?
More consistent than the status quo: every applicant gets the same structured interview instead of a keyword filter, and candidates interview at a time that suits them.
Do candidates know it is an AI?
Yes, always. The worker introduces itself, and many candidates report a lower-pressure first round because of it.
Does it make the hiring decision?
No. It runs the interview and scores against your rubric; humans decide who advances. It widens the funnel, it does not replace judgment.
Where teams go next
All solutionsTeams that fix this usually fix these next.