Candidates apply, pick a screening slot, and complete a 24-question DISC — in one motion, on their phone. By the time you open the call, the admin command center already has their primary & secondary DISC, an AI-run voice intake transcript, and a 360 review aggregation waiting.
The hiring problem
The good ones don't fill out three forms across two weeks. They apply on their phone at 9 pm — and if a screening slot, a personality read, and a clear next step aren't sitting there, they're gone. Recruiter compresses your whole top-of-funnel into one screen, then hands the hiring manager a profile so complete the qualifying call basically runs itself.
Candidate flow
A microsite under your brand, one role per page, six fields, three pre-generated screening slots, then straight into the 24-question DISC. No "we'll get back to you." No Calendly link buried in an autoreply. The candidate doesn't drop off because nothing makes them drop off.
DISC scoring · 24 questions
DISC is the SMB standard — Dominance, Influence, Steadiness, Conscientiousness. We surface both primary and secondary styles, score it on the server so candidates can't game it, and pin the result to the candidate the moment the call opens.
Decisive, direct, results-first. Pairs well with renewal & ops leads.
Warm, persuasive, social. The natural front of house and client-facing hire.
Patient, consistent, dependable. The glue your retention numbers love.
Precise, analytical, careful. The detail-grade work nobody else wants to own.
The 24-question instrument runs scoring on our server with anti-pattern checks for straight-lining and contradiction pairs — so the profile you see is the profile you get on day one.
Admin command center
Open a candidate and the four surfaces a hiring manager actually wants are already populated — no tab juggling, no PDF chase, no "did we get her DISC back yet?"
Role-specific scorecards filled in by the hiring panel after each round. Weighted, comparable across candidates, exportable.
Primary & secondary style, the 24-item raw responses, and a per-role fit note — pinned at the top of the candidate record.
The AI voice-intake call plus every screening conversation — transcribed, searchable, and tagged to the exact question.
Reference-check responses from past managers, peers and reports — aggregated into a single signal-vs-noise summary.
"…I drove their renewal motion from manual outreach to a structured 45-day cadence, and the team's net retention moved from 84 to 102…"
AI voice-screen
Between application and the human screening, the AI agent dials the candidate — or picks up when they tap "Start intake" — and runs a structured 5-question conversation. It probes follow-ups, captures every answer, and writes a transcript plus a 5-bullet summary straight into the candidate record. Hiring managers walk into the human call already three steps ahead.
Walk me through the last renewal book you ran — how big, what you inherited, and what changed under you.
~$3.2M book, ~110 accounts. Outreach was ad-hoc when I took it; I built a 45-day cadence with a 90-day exec touch…
Got it — what was net retention before and after? And how did your team feel about the cadence?
How it works
One link to the candidate. One screen to the hiring manager. Everything in between, automated.
Candidate lands on your hiring microsite — branded, mobile-first. One role per page, with the scorecard you'd want to read about yourself.
6-field application, the 3-slot screening picker (15 min · 75 min · +24 h), then the 24-question DISC — same session, same phone, no email back and forth.
Evaluations, DISC primary/secondary, voice + interview transcripts, and 360 review summary — already there. The qualifying call walks in the door already 3 steps ahead.
Built for
If your top-of-funnel has more candidates than time to look at them — you're already in the audience.
Stylists, techs, front desk — DISC for the chair-side fit.
Hygienists, assistants, front office — high-trust hires done fast.
Foremen, leads, helpers — screen in the field, not the office.
Always hiring · always seasonal. The fastest funnel wins.
Coordinator and specialist roles where DISC fit predicts retention.
Carrier ops, dispatch, route leads — qualify before the call.
Why shops switch
Apply, slot, DISC, intake — five minutes, on their phone, while they're still motivated. The drop-off you used to live with is gone.
DISC primary/secondary, transcripts, scorecards and 360s — your hiring manager has the case before they say hello.
DISC-matched hires stay longer. Less re-hiring, more team — and the system gets smarter each cycle.
Book a 20-minute demo — bring an open role and we'll spin up your microsite, the DISC instrument, and the command center against it on the call.
No applicant-tracking migration needed · runs alongside whatever you use today