A million hires a year already run on Talkpush infrastructure
Put together a crew of AI agents that source, screen, interview and schedule around the clock — so the first offer your candidates get is yours. You give them your rules and they work at desks beside your recruiters, on infrastructure that was recruiting-grade before you got here. Live in days, not on a vendor's roadmap.
The floor below is running right now. Scroll into it.
Live floor · running now
| Stage | Room | Who works it | Waiting | People |
|---|
Some teams want this and nothing else. Same data, same moment — the office is the default door, not the only one.
A million hires a year already run on Talkpush infrastructure
The reason the office exists
Documents & ID is backed up.
gets dealt with today.
gets explained at the next review.
and the line gets shorter while you watch.
One candidate, every hand she passed through
Carmen applies once. Five agents and one recruiter touch her file, each handing on in writing. Nothing happens off the record.
Maya
Prescreens09:02
B2 English, free for nights, 12km out. Every rule passed.
PassTess
Interviews her09:14
Scored 71. One flag, on availability.
71Nic
Scores it again09:14
Same recording, scored 58. He weights reliability harder.
DisagreesR. Torres
Breaks the tie09:31
Read both. The rota changes were her employer's. Advancing.
HumanPriya
Books the slot09:33
Thursday 10:00. Reminder set, flag in the notes.
BookedMarie
Watches the floor09:48
Documents is four hours behind, and Carmen is in it.
WatchingTwo agents disagreed on the same recording and a human broke the tie. That argument is the audit trail most hiring AI quietly deletes.
The crew
Each one has a voice, a face, a point of view and its own biases. We publish the biases, because an agent whose leanings you can't inspect is one you can't supervise. Screening in Manila isn't the same job as screening in Casablanca, so they come in regional and language variants too.
Two agents, one interview
Nic is a duplicate of Tess with one rubric weight changed — a customer built him in an afternoon. Put both on the same interview and they disagree, in writing, with the recording attached. Over a few thousand interviews each one accumulates a track record you can audit: who was right about who stayed past ninety days.
Tess · default
71
Rewards concrete examples. Marked her up for naming the specific shift she covered.
Nic · built from Tess
58
Weighted reliability harder. Marked her down for two rota changes in six months.
A human reads both and decides. That disagreement is the audit trail most hiring AI quietly deletes.
What Tess hands back
Tess talks, follows up, and adapts mid-call. A few minutes of conversation becomes a profile you can defend.
Every score points at the moment in the recording that produced it.
Daniel K.
Customer service · Manila
English proficiency B2
Integrity
Answered naturallyNot reading from a script
Voice and face match the IDSame person throughout
Illustrative scorecard — the shape of the output, not a real candidate.
0:41 Setup Asked about shift availability and travel time.
Build your own
Enterprises at this volume have stopped wanting to buy rigid software. They want to build the thing that fits how they already hire — on infrastructure that was recruiting-grade before they got here.
01
Take Maya as she comes. She has screened for high-volume employers in six languages and she works on day one.
02
Copy her, rewrite the questions, keep everything else. This is how most floors start and how Nic got built.
03
Take Tess's rubric and Priya's persistence about follow-up. Traits compose; you don't have to pick a whole agent.
04
Write the brief, the voice, the escalation rules and what it must never say. Then put it at a desk and watch it.
Sam will tell you which of the four you actually need — and when you don't need an agent for that at all.
Proof
217
recruiters onboarded onto the floor they built
98%
of recruiter actions automated
4.6/5
rated by 111 of the recruiters using it
1M+
hires a year run on Talkpush infrastructure
That fourth number is the one that matters when you are deciding whether to build on something. The agents are new. The infrastructure underneath them has been doing frontline hiring at national scale for years.
What your security review will ask
Build-your-own only counts if the floor underneath it survives procurement. This is the same infrastructure a million hires a year already run on.
FAQ
Anyone hiring at volume for frontline and early-career roles — BPOs and contact centres, retail chains, security firms, logistics, agriculture, QSR. If you hire thousands of agents, guards, pickers or store associates a year, this was built for your funnel.
No. Crew runs alongside your system of record and writes into it. Most teams start with one high-volume role and widen from there.
No. Agents, rules and integrations are configured in the interface, with our team next to you. If you can write down how you screen, you can build the agent that does it.
At Concentrix, 98% of recruiter actions are automated and 111 recruiters rate working with them 4.6 out of 5. Every score and every decision is logged and reviewable, so you can check rather than take our word for it.
It flags instead of guessing. Uncertain calls route to your recruiters, every decision sits in the audit ledger, and anything can be reversed. You saw it in the thread above — two agents disagreed and a human decided.
You run on your own model keys, and candidates, playbooks and audit logs export in full whenever you want. Leaving is straightforward on purpose.
They stop working a queue and start running the operation — approving playbooks, handling exceptions, owning the hiring-manager relationship. 217 of them onboarded at Concentrix and stayed.
The ledger records every screening decision, agent biases are published rather than hidden, and playbook changes need a human approval. Your legal team sets the policy; Crew produces the evidence for it.
Get a walkthrough
Tell us roughly what you're filling and we'll build a floor for it before we talk — your stages, your volumes, the agents we'd actually put on it. Forty minutes, and you will have seen your own funnel as a room.
If we don't think Crew fits what you're hiring for, we'll say so on the call.