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Use case

AI Interviews for Staffing and Recruiting Agencies

How DIO runs first-round voice interviews for staffing and recruiting agencies, what your recruiters get back, and what they still decide.

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DIO is an AI interviewer that runs the first-round screen for staffing and recruiting agencies. It holds a structured voice interview of about 15 minutes with every candidate who opens your interview link, whenever the candidate is free, and gives your recruiters a scorecard that quotes what each person said.

That takes the first conversation off your recruiters' calendars. They spend the day reading evidence and talking to the people worth submitting, and a recruiter still makes every submit decision.

Where does an AI interviewer fit on an agency desk?

If you are weighing staffing agency AI, separate the tools that find candidates from the tools that interview them. DIO is the second kind. It takes the first-round screen: the conversation where a recruiter confirms what someone does today, why they want to move, what they expect to earn and when they can start.

On an agency desk, that conversation sets the pace. A job order lands, the client wants candidates this week, and the people you most want are at work during the hours you can reach them. The first conversation turns into voicemail and rescheduling while the client waits.

An interview the candidate can take at any hour takes the scheduling out of that step. It does not source candidates, manage the client relationship or negotiate the offer. Those stay with your recruiters.

How it works for staffing and recruiting agencies

  1. Turn the job order into an interview plan. Paste the job description, or import the posting from its URL. Jobs published on a Bullhorn career portal can be imported the same way. DIO drafts the plan, and a recruiter edits it before it goes live.
  2. Choose the round. A screening round follows the arc of a recruiter's first conversation: background, current work, achievements, how the candidate works, why they're moving, why this role, what they want, and pay expectations and logistics. It is rated on three categories that stay the same for every role: skills and experience, motivation and interest, and communication. A screening plus role-competency round asks about competencies drawn from the job order itself, each rated 1 to 5 against anchors written for the role.
  3. Share the link. Send a private link to a candidate you sourced, or post the role's open link with the job ad. Dio doesn't send invitations, so they go out from your own email or ATS. Candidates interview whenever it suits them, evenings and weekends included, and each candidate gets one attempt per role.
  4. Let DIO hold the interview. It asks every candidate the same structured questions and follows up when an answer is thin or vague. At the end, it answers the candidate's questions about the role from a Q&A your recruiter has reviewed. When the Q&A doesn't cover a question, it says so and points the candidate to your recruiter.
  5. Review and submit. Read the scorecard, listen to the answers behind the scores, check the résumé, and decide who goes to the client.

What you get

For every completed interview, your desk gets:

What you get How an agency desk uses it
The recording Hear the answer behind a score before you put your name on a submittal.
The transcript Read the whole conversation instead of replaying it.
A scorecard with quoted evidence Each competency score, 1 to 5 against the role's anchors, quotes the candidate's exact words, checked against the transcript.
The candidate's résumé Sits next to the interview, so you can check one against the other.
CSV or Excel export Bring results into your ATS or a shortlist spreadsheet.
A PDF summary One file per interview, to keep with the candidate's record or work from when you write the submittal.

Competency scores are weighted into an overall score, and two different AI models grade each competency independently. When the evidence isn't in the interview, or the two models disagree about whether it is, the score is left blank rather than guessed. A blank tells you what to ask about before you submit.

What stays with your team

  • Every decision. DIO doesn't advance or reject anyone. A person on your team records every decision: who gets submitted, who moves on and who hears no.
  • Knockouts only flag. A knockout question, such as whether a candidate can start on the client's date, flags the answer for a recruiter. It never ends the interview and never rejects anyone.
  • Candidates know it's an AI. The interview page calls it an AI-guided interview, and before joining, every candidate agrees to a notice that says an AI runs the interview and a person makes the decision. Candidates don't see a score.
  • Deletion on request. An admin, or whoever created the role, can delete an interview at any time, including when a candidate asks. The recording, the transcript, the scorecard and the candidate's details go with it.

Example questions for an agency screen

These are examples, not a fixed script. DIO writes the wording for each role, and your recruiter edits the plan before it goes live. For a contract warehouse supervisor, a screening round with one knockout question added might ask:

  1. "Walk me through your current or most recent job. What were you responsible for on a normal day?"
  2. "Tell me about something you achieved in that job that you're proud of. What part of it was yours?"
  3. "What's making you look for a new role now?"
  4. "What hourly rate are you looking for in your next role?"
  5. "This contract starts on [date] and runs for six months. Does that work for you?" Asked as a knockout question, the answer is flagged for a recruiter to review.
  6. "Tell me about a shift that went wrong because people didn't show up. What did you do to get it back on track?"

When an answer is thin or vague, DIO asks a follow-up before moving on, so the scorecard has something specific to quote.

When does DIO fit an agency?

DIO fits when Plan for something else when
You have more applicants than your recruiters can reach for a first conversation The interview has to be in a language other than English
Candidates are working and hard to reach during business hours You need results written into your ATS automatically; today they come out as CSV or Excel exports and PDF summaries
You want every candidate on a job order asked the same questions A candidate can't do a spoken interview; offer them another way in
You want quoted evidence to point to when you submit You want software to make the shortlist decision for you
Questions

Questions people ask.

Can we run DIO interviews for different clients' roles?

Yes. Each job order is set up as its own role, with its own interview plan, links and competencies, so every candidate is rated against the job they applied for.

Can we import jobs from Bullhorn?

You can import a job published on a Bullhorn career portal by pasting its link, and DIO drafts the interview plan from it. That job import is the only Bullhorn connection today; results come out as CSV or Excel exports and a PDF summary of each interview.

Can candidates take the interview after work?

Yes. There is nothing to schedule, so a candidate opens the link whenever it suits them, and most interviews take about 15 minutes. They need a microphone, never a camera.

Can we re-screen candidates already in our database?

Yes. Send them the role's link from your own email or ATS, since Dio does not send invitations itself. Each candidate interviews once per role, so someone who interviewed for an earlier job can still interview for this one.

Does DIO decide who gets submitted?

No. A recruiter makes that decision. DIO doesn't advance or reject anyone, and a knockout answer is only flagged for a recruiter to review.