Launched this week
Classet
AI Recruiter for High-Volume Hiring
41 followers
AI Recruiter for High-Volume Hiring
41 followers
Add an AI recruiter to your team with Classet. Instantly interview candidates by phone, qualify talent at scale, and deliver structured summaries to your hiring teams without adding headcount. Built for high-volume hiring in healthcare, retail, hospitality, manufacturing, construction, light industrial, skilled trades, behavioral health, and more.
Hey Product Hunt,
I'm Paul, Head of Growth at Classet. Nick, Gino, and Cooper (our Co-Founders) are here too and will be around all day.
The problem
If you've ever applied to a job and heard nothing back, you already know the problem. On the employer side, it looks like this: a plumbing company posts a role, 500 people apply, and one overloaded person has to work through the list by phone. Most of those applicants get contacted on day 9, day 12, day 17. By then they've taken another job. The industry average time from application to first contact is 17 days.
This is the worst in the industries that can least afford it: skilled trades, healthcare, logistics, construction. High volume, high urgency, small teams.
The solution
Joy is Classet's AI phone screener. When someone applies, Joy engages them within minutes, has a real conversation about their experience and availability, and sends the hiring team a structured summary and full transcript. It works in the ATS you already use, or standalone. Candidates can use their cell phones and don't have to log in to any video interview software, so we see much higher interview completion rates than our competitors.
What we care about most: Joy talks to everyone. Not the first 20 people someone had time to reach. Every applicant gets a conversation and an answer.
We deliberately don't rank or score candidates. Joy surfaces what was said and lets your team decide. That's a compliance choice and a values choice we intentionally made.
And candidates love us too. We constantly survey candidates and work to create a positive and improving experience for them. Over 88% of candidates rate their interview experience as good or great.
Business model
Start with a 7-day free trial with a job to see how Joy will revolutionize your workflow. Depending on your scale, we offer a variety of packages, including a standalone ATS option or the ability to plug directly into your ATS on monthly or annual terms.
We'd love feedback, especially from anyone who's hired at volume or been on the applicant side of a slow process. Ask us anything.
Paul
Love that you can phone screen candidates at scale without burning out the team. One thing that would help a lot for our skilled trades pipeline is letting the AI recruiter send a calendar link to book a follow-up with the hiring manager right at the end of the call, so qualified folks don't slip through the cracks before someone gets back to them.
@kazanr41891 Totally makes sense. You can do actually this now. Joy can send a follow-up link at the end of the conversation, so someone who just talked through their experience gets a next step in hand while they're still engaged rather than waiting on a callback.
Enhanced scheduling is the bigger version of this and it's on the roadmap for this year which will allow for things like onsite days, group interviews, etc. - which are fairly common practices in high-volume hiring.
Coop here, humble founder of Classet. Before founding Classet and@BlueCrew, I was a simple hotdog man looking for a job at the Costco food court.
Frontline hiring can be frustrating. You get ghosted, ignored, and treated like just another piece of meat.
Then I found Classet’s AI interviews. I could finally share my full work history, explain what I brought to the table, and prove that I could cut the mustard.
The experience was frankly impressive. I’ve been relishing it ever since.
Watch the full interview below to see me in my embarrassing hotdog days
Product Hunt
@cooper_classet nice wiener costume lol
I think I know a few residential and commercial buildings in NYC that could use this as they seem to be constantly hiring staff. Do you need an ATS to use Classet or can it function as a standalone hiring tool? I know one building uses Workday and another iCIMS, but the others I work closely with don't have a tool and just rely on Indeed and spreadsheets!
@craig_george2 Great question -- Classet works both as a standalone tool (connecting directly to Indeed) and can integrate with ATS! Here are actual articles we've written about our Workday and iCIMS integrations!
Would love to see integration with our existing ATS so the structured summaries and recordings land directly in candidate profiles without an extra export step. Saves the recruiter from juggling two systems and keeps everything auditable in one place.
@serpilqhbc That's exactly how it works today. Joy pushes the structured summary, the transcript, and a link to the recording straight into the candidate profile in your ATS. No export step, no second system to check, and the whole record stays in one place for audit.
We integrate with most of the major platforms, including Workable, Lever, Greenhouse, iCIMS, Workday, Bullhorn, Ashby, and many more.
Love the idea of automating first-round phone screens for high-volume roles. One thing that would really help is letting recruiters set custom knockout questions per job posting, like specific certifications or shift availability, so the AI can flag candidates who don't meet the must-haves before they ever reach a human reviewer.
@engin248319 Nice!! This is built in already. Every job gets its own interview script, and a big part of that is knockout questions specific to the role. Certifications, licenses, shift availability, whatever the must-haves are. You define what a passing response looks like.
Interestingly, we often find that many candidates just hit "yes" to all knockout questions when they apply for a job, but when they are asked on a live call with Joy, they are much more honest -- so your team is getting much more accurate data.
What Joy does with that is flag it. If someone doesn't have a CDL or can't work nights, that's clearly surfaced in the summary, so your team sees it immediately. We give your team the information they need to make a decision quickly.
The phone interview summaries came back way more structured than I expected, with clear qualifications flagged. Could be a real lifesaver for high-volume hiring.
@linam9hm Appreciate that. The summary is the part we've spent a ton of time on, because it's the primary thing a busy hiring manager actually reads. Structured, consistent, with the requirements you set flagged clearly.
High-volume is where it matters most. When 500 people apply and one person is working the phones, most applicants just never get reached. Joy engages all of them within minutes and hands your team the record.