Two hundred applications,
and language is the actual requirement.
Agents, team leads and quality staff — where volume is enormous, language ability is the thing that decides fit, and the training class starts on a fixed date whether or not the seats are filled.
- No credit card
- No sales call
- No seat count
What hiring looks like here
The pressures that make contact centers & BPO hiring different from everything else.
Written from operators’ descriptions, not from a category report.
Volume that makes manual screening arithmetically impossible
Language level as the deciding requirement, assessed inconsistently by whoever screens
A training class with a fixed start date and a fixed number of seats
Attrition inside the first month, after training has already been paid for
Shift patterns that rule out half the applicants before anything else matters
Hiring in batches, where a single vacancy report tells you nothing
How many hours is screening taking you?
Defaults set to a typical contact centers & BPO operation. Change them to yours.
This calculates your time, not our results.
Built for how contact centers & BPO actually hires
Four things a generic ATS doesn’t have a setting for.
Language assessed the same way every time
A defined level per role, scored against the same criteria for every candidate, regardless of who is running the process.
Assessments →Volume that doesn’t need more screeners
Every application read and scored on arrival, unlimited, at no cost. Two hundred or two thousand.
AI Screen →Batch hiring, batch review
Approve a whole training cohort together instead of one record at a time. The start date is fixed; the review shouldn’t take a week.
Pipeline & Candidates →First-month attrition becomes visible
Interview evaluation against who was still there at day thirty. Training is the largest cost per hire here.
Reports & Analytics →Configured for how contact centers & BPO hires
The fields and configuration a contact centers & BPO operation actually uses.
Every field on this screen is configurable. Nothing here is a demo dataset — it’s how the product is set up for a contact centers & BPO operation.
The candidate side of the same system
The people you’re hiring in contact centers & BPO aren’t on LinkedIn. They apply by text message, through a QR code at the counter, or by handing a printed resume to whoever happens to be nearby. The system handles all of those as valid applications.
The ones you don’t hire this time are the ones you’ll need next time. They don’t disappear when you close a role — they stay in your talent pool, searchable and contactable when the same position opens again in three months.
Every applicant gets a result: a confirmed shortlist place, or a message saying you’ve filled the role. That’s not a nicety. It’s the difference between someone who applies again next time and someone who doesn’t.
Thanks for applying for the Shift Lead role. We have your application.
Your application has been reviewed. We’ll be in touch within 24 hours to arrange the next step.
Where it connects
- Career GPTHiring & first 90 days
- Pre-OnboardingDocuments & day one
- Tanca HRMAttendance & payroll
- SkillifyLearning & development
Training is the largest cost per hire in this sector, and it’s spent before anyone knows whether the hire was right. This is the one setting where measuring that properly pays for itself immediately.
All of it, permanently.
No seats, no limits, no upgrade button.
Unlimited, permanently
- Pipeline & Candidates
- Talent Pool
- Competency Framework
- Assessments
- AI Interview
- Pre-Onboarding board
- Reports & Analytics
- Unlimited jobs
- Unlimited resumes
- Unlimited users
- Multi-site support
- English and Spanish resume reading
Monthly AI allowance
There is no upgrade button on this website.
What we can show you, and what we can’t yet.
We don’t have a published case study in contact centers & BPO yet. Rather than fill this space with figures from another industry or a range someone else measured, here’s what actually exists: a product configured for how you hire, and a set of numbers you can generate from your own first role.
If you’d like to be the operation we write about, we’d rather earn that than borrow it.
Everything here is free to try.
No card, no call, no trial clock. Run one role and see your own numbers rather than ours.
You’ll see your figures from week one.
Time to first shortlist, screening hours, applications per site — measured in your account, not projected from a benchmark.
Early operations get direct access.
While we’re building out contact centers & BPO, you’re working with the people building it.
Questions from contact centers & BPO operators.
How is language ability assessed?
You define the required level per role — reading, writing, spoken — and the assessment scores every candidate against the same rubric. The score appears as a component axis alongside other requirements.
Can we hire in batches for a training class?
Yes. Cohort review lets you select a group, review them together, and approve or not continue with the whole batch. Individual decisions are still per person, but the workflow is designed for a fixed seat count.
How does it handle two hundred applications for one role?
All two hundred are scored on arrival. By the time a recruiter opens the system, every application has a rank. The first page is the shortlist.
Can we screen for shift availability?
Yes. Shift availability is a scored requirement, weighted per role. Candidates who can’t cover the required pattern are flagged before reaching a human reviewer.
Is this really free?
Yes, permanently. The ATS, pipeline, talent pool, assessments, competency framework, pre-onboarding board and reports are all included at no cost. There are no seat charges, no role limits and no application volume caps. AI features draw on a monthly allowance.
Do we need Tanca HRM for this to work?
No. The hiring system works standalone. Connecting Tanca HRM adds attendance data, payroll and the employee record handover — which enables the quality-of-hire comparison at ninety days — but the core system runs without it.
What happens to candidates we don’t hire?
They stay in your talent pool unless you delete them. When the same role reopens, the people who applied before are searchable, filterable and contactable. The pool is yours; it doesn’t reset between openings.
Who can see what?
Permissions are per role and per location. A hiring manager sees their own applications; an area manager sees their district; administrators see everything. There’s no cost difference between permission levels.
Two hundred applications. One language standard.
Every candidate scored the same way, cohorts reviewed together, the class that starts Monday full.
- No credit card
- No sales call
- No seat count
Other sectors we work in
Retail & chain stores
One hiring standard across every store, with applications routed to the right district automatically.
See how it works →Logistics & warehousing
Shift availability screened as a requirement, certifications verified before day one, every new-hire deadline watched.
See how it works →Restaurants & hospitality
A shortlist before the manager’s shift ends, trial shifts confirmed, and the same role reopened without starting from scratch.
See how it works →Manufacturing
Practical skills assessed not claimed, safety certifications verified before site access, one standard across every factory.
See how it works →Recruitment agencies & RPO
Client data separated properly, consent tracked per candidate, the whole system free so it doesn’t come out of your margin.
See how it works →