Make contact and screen qualified candidates sooner — without sacrificing quality hires

Interview every applicant. The same hour they apply.

Strong candidates apply, wait days for a callback, and take another offer — while your team burns coordinator hours screening everyone else by phone. SLAaP ends both: every applicant gets a live, voice-driven screening interview the moment they apply, and your hiring manager gets a scored report built from the candidate’s own spoken words — no scheduling, no phone tag, no strong candidate lost to the wait.

Try the demo interviewSee how it works
Screening in progress
InterviewerA customer is upset about a mistake that wasn’t your fault. Walk me through the next five minutes.
Candidate · Operations LeadI’d let them finish before I explain anything. Fixing it comes first — whose fault it was can wait. Then I’d follow up with the team so it doesn’t happen twice.
JudgmentStrong

How it works

From application to insight, without a coordinator in the middle.

1

An application comes in

A candidate applies through your careers page, Quick Apply, or your ATS. SLAaP engages them with an interview invitation the moment they apply — no scheduling, no phone tag, no candidate left waiting.

Works with your existing intake

2

SLAaP interviews

A conversational voice interview on the candidate's own schedule, tailored to the role you're filling — with follow-up questions that press for specifics, the way your sharpest interviewer would.

Tailored to every role

3

You hire with conviction

A scored screening report reaches the hiring manager while the candidate is still engaged. You connect with top talent sooner, cut the first-round guesswork, and make the call on evidence instead of instinct.

Readable in three minutes

The report

Every score is backed by credible evidence.

  • Evidence firstYour candidate’s own answers are the report. Scores annotate the quotes — never the other way around — so you can trust a number because you can read where it came from.
  • Built to shareIt prints cleanly and forwards as-is, so everyone involved in the decision sees the same evidence — no logins, no export step.
  • Specific to this candidateEach competency carries an implication written for this candidate and this role — not a stock sentence matched to a score band.

Judgment under pressure

4.5 / 5

In the candidate’s words

“I’d let them finish before I explain anything. Fixing it comes first — whose fault it was can wait.”

Asked how they’d handle an upset customer after a teammate’s mistake

Puts resolution ahead of blame without prompting — a pattern that held across all three escalation scenarios. Low risk of deflecting accountability under pressure.

Platform

Start with screening. Add the rest when you’re ready.

Every package runs in the same console, on the same records — turn one on and the others are a setting, not a second implementation.

The product

Interview Screening

Every applicant interviewed and scored before your team spends a minute — so the first conversation a manager has is with someone worth hiring.

  • Automatic invitations from your careers page or ATS
  • Structured situational voice interviews
  • Evidence-quoted screening reports
  • Invitation-to-report tracking in the console
Try the demo interview

Add-on

Retention Check-Ins

The same interviewer checks in after the hire — 30, 60, 90 days, then every quarter for every employee — and flags the flight risks while there’s still time to act.

  • Scheduled post-hire check-ins
  • Retention risk reports
  • Action tasks for managers
See how check-ins work

Add-on

Compliance & Grievance

A hotline, QR intake, and case tracking for staff and customer concerns — with an audit trail your auditors will recognize.

  • Voice and text intake, 24/7
  • Case triage and tracking
  • Audit-ready event history
See how cases work

Talk to us

See it on your own openings.

Tell us about your team and the roles you’re hiring for. We’ll set up a pilot on a live opening, not a slide deck.