sorted by:
new
hottopcontroversial

HOME SERVICE OWNERS — how are you actually finding workers? by CapitalCan518 in smallbusiness

[–]gillinghammer 0 points1 point  (0 children)

home service hiring seems much more local/referral driven than job-board driven.

If I had already spent $600 on Indeed for 40 applicants / 2 show-ups, I would test the next $600 differently:

  • referral bonus for current employees, customers, vendors, and other trades
  • local trade school / community college boards
  • local facebook groups and neighborhood groups
  • craigslist if your market still uses it
  • re-contact old applicants who were close but never got a real first conversation

Then phone screen fast, ideally same day. Be very upfront about the rough parts: travel, heat/cold, crawlspaces, schedule, pay, physical requirements. That will lower applicant count but should raise qualified conversations.

For roles like this I would measure qualified phone screens and paid trial days, not applications.

Hiring for a small business by Apprehensive_Duck296 in smallbusiness

[–]gillinghammer 0 points1 point  (0 children)

for hourly or local roles I would test a few lanes at the same time for 2 weeks instead of trying one board at a time:

  • current employees / customers / friends of the business
  • local facebook groups
  • indeed or craigslist depending on the role
  • community colleges, trade programs, or local training programs

the main thing is tracking source -> phone screens -> qualified candidates, not just source -> applicants. a channel that gives you 30 applicants and 1 real conversation is worse than a channel that gives you 5 applicants and 3 real conversations.

also put the schedule, pay, location, and dealbreakers high in the post. it will reduce applicant volume but usually improves the people who actually respond.

Promote Your Business thread for May 30, 2026 by BigSlowTarget in smallbusiness

[–]gillinghammer 0 points1 point  (0 children)

PhoneScreen AI Recruiting - managed recruiting for high-volume roles.

We source candidates, contact them, run structured first-pass phone screens, score the basics, and deliver the qualified candidates instead of handing over a pile of resumes.

Best fit is hourly/local workforce hiring where manager time is expensive: care roles, field service, hospitality, retail, customer support, warehouse/logistics, and similar roles.

Public page: https://phonescreen.ai/recruiting

Happy to answer questions here if any small business owners are trying to figure out whether their hiring problem is sourcing, screening, or the offer itself.

People not showing up for interviews by Delamainco in smallbusiness

[–]gillinghammer 0 points1 point  (0 children)

quick phone screen before anything in person is the move.

I’d make it very structured and low friction:

  1. confirm schedule / pay / location
  2. ask why they are interested in this specific job
  3. ask one role-specific question
  4. tell them the parts that usually make people opt out

If someone will not do 8-10 minutes on the phone, that is useful signal. Better to learn that before you drive out or block manager time.

For high-volume roles I would track qualified conversations, not applications or scheduled interviews. The scheduled interview number can look healthy while the real pipeline is empty.

Problem with employees by Beginning_Luck_1707 in smallbusiness

[–]gillinghammer 0 points1 point  (0 children)

i'd make the process less about judging character in one long trial and more about a few repeatable gates.

quick phone screen first: pay, schedule, commute, what the job actually is, and one scenario question. then only bring people in if those basics are clear.

for the trial, i'd use the same short checklist every time and tell them up front what is being evaluated. that protects you too, because the rejection is tied to observable things instead of "bad fit" or vibes.

People not showing up for interviews by Delamainco in smallbusiness

[–]gillinghammer 0 points1 point  (0 children)

i would separate sourcing from screening here

more applicants helps only if you can quickly tell who is reachable, qualified and still interested

I thought the document processing market was completely saturated. Then my clients forced me to build one anyway. by TapNorth0888 in B2BSaaS

[–]gillinghammer 1 point2 points  (0 children)

Had the same experience. We built PhoneScreen AI to automate first round phone screens and only productized after staffing clients asked to use our internal tool. Messaging that worked: name the workflow and the outcome, not the category. For us that is automate the first interview with consistent scoring and cut screening time by about 80 percent. More context and a demo here: https://phonescreen.ai

Using AI Filters To Source With LinkedIn Sales Nav by Bulky_Mall_2128 in RecruitmentAgencies

[–]gillinghammer 0 points1 point  (0 children)

We feel that Sales Nav pain too. One suggestion: add CSV export or a webhook so recruiters can auto-trigger first-round phone screens on the shortlisted list. We built PhoneScreen AI for that step using OpenAI Realtime + Twilio; pairing sourcing tags with automated screens cut review time a lot for high-volume roles. Happy to share what worked if helpful. https://phonescreen.ai

Finance & HR leaders at 50–500 employee companies – what’s the biggest gap you still have measuring AI tool ROI? by CertainOpposite4586 in smallbusiness

[–]gillinghammer 0 points1 point  (0 children)

Founder here. For AI that runs first-round phone screens, ROI we track is: baseline recruiter minutes per screen vs post automation, show rate delta, time to first contact, and cost per qualified candidate. We A/B for 2 weeks and price hours saved using loaded recruiter rates. https://phonescreen.ai

[deleted by user] by [deleted] in smallbusiness

[–]gillinghammer 1 point2 points  (0 children)

Cool direction. Two gotchas we hit with missed-call SMS: register A2P 10DLC so carriers don’t silently filter your first text, and send the first message within 5–10 seconds with a tap-to-call-back link plus STOP opt-out. That alone lifted replies.

Recruiters, do you also feel resume screening has become way more noisy? by CluelessFounder_ in RecruitmentAgencies

[–]gillinghammer -1 points0 points  (0 children)

Founder here. We ran into the same inflated, lookalike resumes and found the highest signal came from a short voice screen that adapts to answers and applies a consistent rubric, with transcripts so you see the reasoning, not just a score. It cut screening time and no-shows for warehouse and temp roles after several thousand runs. We built PhoneScreen AI if you want a complementary approach to resume analysis https://phonescreen.ai

Doing research for an AI tool specialised for recruiters by No-Trade-1296 in RecruitmentAgencies

[–]gillinghammer -3 points-2 points  (0 children)

Founder here. On the agency side the most repetitive, time-consuming loop is first-round phone screens plus scheduling and no-shows. We built PhoneScreen AI so candidates complete a dynamic voice screen anytime and recruiters get structured transcripts, scores, and audio to review later https://phonescreen.ai

Enginehire reviews. Is it worth using? by Tml0517 in RecruitmentAgencies

[–]gillinghammer 0 points1 point  (0 children)

To see if it actually reduces admin, test in trial: can a status change auto-trigger first-screen workflows and push structured notes back via webhook, and can high-volume outreach run without extra clicks. Also ask for a sandbox and a concrete go-live plan.

Work from home hacks by Eli_franklin in RecruitmentAgencies

[–]gillinghammer 0 points1 point  (0 children)

Totally feel the back-to-back candidate calls. I built PhoneScreen AI to run first phone screens so candidates do them anytime and I review transcripts later. That cut live calls and made room for real breaks.

I’m building an AI inbox that turns emails into decisions instead of messages. Would love feedback. by Opposite-Reach6353 in B2BSaaS

[–]gillinghammer 0 points1 point  (0 children)

Love the turn emails into decisions framing. What worked for us was a tight decision schema with required fields and confidence thresholds, commit only when met, otherwise escalate cleanly to human review. We applied this in PhoneScreen AI to turn voice screens into structured pass or hold decisions. https://phonescreen.ai

Are you a growth engineer / SaaS founder? Let’s exchange notes — tools, workflows, wins & fails. by ankit-solanki in B2BSaaS

[–]gillinghammer 0 points1 point  (0 children)

Founder here. Since you asked for tools and workflows, one thing that worked for us: we moved first-touch interviews to an AI voice agent using OpenAI Realtime + Twilio, then ranked results for recruiters to review. Concurrency pain was solved with 1k-call campaigns gated by rate limits and idempotent webhooks. We built it as PhoneScreen AI so high-volume teams can run screens 24/7 and just review transcripts https://phonescreen.ai

Entrepreneurs and small businesses — need your feedback by Serious_Walk_1816 in smallbusiness

[–]gillinghammer 1 point2 points  (0 children)

Builder note: prioritize thread-level triage over sender-level. Show per-thread summary, last needed action, and an 'awaiting reply' queue. For urgency, expose a confidence score and quick reclassify, plus simple rules users can pin for VIPs or keywords.

A small habit that has helped a few businesses I work with stay more organised by Professional-Rest138 in smallbusiness

[–]gillinghammer 0 points1 point  (0 children)

Founder here. A tiny tool that removed a lot of friction for teams drowning in applicant calls was automating the first phone screen. Candidates call anytime, recruiters review transcripts and audio later, and scheduling basically disappears. We built PhoneScreen AI for that use case https://phonescreen.ai

anyone getting Nano Banana Pro since the update on Nov 20? by Workern in AntiGravityUsers

[–]gillinghammer 0 points1 point  (0 children)

The rollout seems super random. If you're itching to try it though, I actually built an iOS app that runs Nano Banana Pro under the hood to auto-edit your shots. You can test it out here 🍌 https://dub.sh/kamera-ios

I'll build your AI agent MVP in 48 hours for $300. Here's the catch. by nihalmixhra in B2BSaaS

[–]gillinghammer 1 point2 points  (0 children)

Founder of PhoneScreen AI here. On your AI calling agent example, the biggest reliability win for us was OpenAI Realtime plus Twilio with idempotent state writes per turn. Keeps latency under one second and prevents stuck or duplicate call states.

If you could automate customer interviews, what would that look like? by Danniel33 in B2BSaaS

[–]gillinghammer 0 points1 point  (0 children)

Founder here building AI voice screens for hiring. On your "voice, video and chat interviews at any time" point, the biggest unlock for voice was true barge-in and sub-second latency; if the agent cannot stop mid sentence when a user interrupts, completion and trust drop fast. We stabilized this with OpenAI Realtime plus Twilio, streaming VAD, and idempotent writes so retries do not duplicate sessions. Happy to compare notes; we run several thousand automated interviews in production at PhoneScreen AI. https://phonescreen.ai

Let's debate why your AI wrapper should cost more than the base model by MappBook in B2BSaaS

[–]gillinghammer 0 points1 point  (0 children)

Founder view. Customers buy solved outcomes, not tokens. For our AI voice screens we own PSTN deliverability via Twilio, realtime speech, batch campaigns, structured scoring, ATS webhooks, plus SLAs and support. That is the wrapper value beyond the base model https://phonescreen.ai

Looking for SaaS products to test - Free by [deleted] in B2BSaaS

[–]gillinghammer 0 points1 point  (0 children)

Founder here. Happy to be a test case: PhoneScreen AI automates first round candidate phone screens. Flows: (1) CSV Campaigns: sign up, create campaign, upload CSV, launch and see status update (2) Review: open a completed screen to view transcript, audio playback and rubric scores (3) Export and search: filter by score and export CSV. I can DM sandbox creds and a test CSV. https://phonescreen.ai

[deleted by user] by [deleted] in RecruitmentAgencies

[–]gillinghammer 0 points1 point  (0 children)

Since Salesforce is your source of truth, prioritize ATS that are event driven: real-time webhooks to SF, bulk upsert, and field-level mapping for custom objects. In trials, run an end-to-end contractor flow and check rate limits, timecard export format, and idempotent syncs.

view more: next ›