Novexhire

Solutions

Same agents. Very different funnels.

A contact center filling training classes and a hospital verifying licences are not running the same problem. The rubric, the knockout set and the channel mix are configured per industry — these are the six we know best.

Seat fill economics

BPO & Contact Centers

Fill every training class on time.

Contact centers do not hire people one at a time, they fill classes. Novexhire runs the top of the funnel around the clock so every start date opens with the seats you committed to, in English, Spanish, or Tagalog.

More qualified candidates per class
3.1xMore qualified candidates per class
Day-one show rate across classes
88%Day-one show rate across classes
Average req to class start
6 daysAverage req to class start
Signal ScreeningNova RecruiterVoice Outreach
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Margin per recruiter

Staffing & RPO

More placements without more recruiters.

Staffing economics come down to recruiter throughput times fill rate times margin. Novexhire lifts the first two without adding a single line to your headcount plan.

Reqs worked per recruiter per week
4.2xReqs worked per recruiter per week
Placements sourced from existing ATS data
37%Placements sourced from existing ATS data
Faster average time to submittal
11 daysFaster average time to submittal
TalentGraphBeacon SourcingNova Recruiter
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Store-level hiring

Retail

Hire the store without leaving the floor.

Your store managers are your recruiters, and they have a floor to run. Novexhire owns everything from application to interview-ready, so a manager only spends time on people worth meeting.

Less manager time per hire
71%Less manager time per hire
Median application to interview offer
2 hoursMedian application to interview offer
Lower 60-day hourly turnover
34%Lower 60-day hourly turnover
Signal ScreeningVoice OutreachTalentGraph
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Property-level staffing

Hospitality

Cover every shift, property by property.

Hospitality hiring is local, seasonal, and multilingual, and it breaks the weekend one property books three banquets and loses two housekeepers. Novexhire keeps a warm bench at every property and calls it up before the schedule turns red.

Fewer unfilled shifts at peak
62%Fewer unfilled shifts at peak
Average time to first shift
3 daysAverage time to first shift
Rehire rate from alumni pools
2.8xRehire rate from alumni pools
Voice OutreachNova RecruiterTalentGraph
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Credentialed clinical hiring

Healthcare

Licensed clinicians, verified before the interview.

Clinical hiring fails on two things: nobody picks up, and the ones who do are not license-current. Novexhire works the hours clinicians are actually reachable and checks credentials before a hiring manager spends a minute.

Reduction in agency premium spend
43%Reduction in agency premium spend
Faster fill for night-shift RNs
19 daysFaster fill for night-shift RNs
More candidate conversations per week
5.6xMore candidate conversations per week
Beacon SourcingNova RecruiterSignal Screening
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Peak season hiring

High-Volume Seasonal Hiring

Two thousand hires in six weeks.

Seasonal hiring is a logistics problem wearing a recruiting costume. Novexhire stands a full funnel up in days, holds it at volume through peak, and winds it down on your date so you are not carrying recruiters through the off-season.

Peak funnel live from kickoff
9 daysPeak funnel live from kickoff
Weekly hire throughput at peak
5.4xWeekly hire throughput at peak
Of peak hires are returning workers
46%Of peak hires are returning workers
Signal ScreeningVoice OutreachBeacon Sourcing
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Case studies

Three teardowns, start to finish.

Business Process Outsourcing · Vantail Global Services

Filling 4,200 BPO seats a quarter without adding recruiters

Challenge

Vantail staffs 14 contact center campuses and takes ramps of 1,200 seats with six weeks of notice. Applications arrived faster than 31 recruiters could dial, and 58 percent of them sat untouched for more than two days.

Approach

Signal Screening now pre-qualifies every applicant over WhatsApp and SMS in English, Tagalog and Spanish, checking shift availability, commute distance and voice-role fitness. Nova Recruiter records the structured interview and scores it, so recruiters open a ranked queue instead of a raw inbox.

Time to fill, down from 21
8 daysTime to fill, down from 21
Seats filled per quarter
4,200Seats filled per quarter
Recruiters added to the team
0Recruiters added to the team

“We ramped two new campuses in the same quarter with the same 31 recruiters. The agents do the first 90 minutes of work on every applicant, and my team spends the day making offers instead of leaving voicemails.”

Rhea VillanuevaVP of Talent Acquisition

Logistics · Harborline Logistics

Four-minute driver callbacks replaced a 26-hour response gap

Challenge

Harborline recruits 2,600 CDL-A drivers a year across 19 terminals, and most drivers apply to four carriers in one sitting. Median callback time was 26 hours, by which point the driver had usually accepted somewhere else.

Approach

Voice Outreach calls each applicant within four minutes of submission, confirms endorsements, accident history and home-time preference, then books orientation on the terminal calendar. Recruiters review the transcript and the score before any offer, and every disqualification reason is logged for audit.

Median callback time
4 minMedian callback time
Orientation show rate
+19 ptsOrientation show rate
Lower cost per seated driver
31%Lower cost per seated driver

“The first hour is the whole game in driver recruiting. Novexhire made us the first carrier on the phone for 96 percent of applicants, and we stopped paying to re-market leads we had already bought.”

Dale WhitcombDirector of Driver Recruiting

Healthcare · Cordera Health Network

Reaching 1,700 dormant nurse applicants already in the database

Challenge

Cordera held 214,000 past applicants in a ten-year-old ATS with no practical way to search them by license or specialty. The network was spending $9.4M a year on travel nursing to cover 340 open beds.

Approach

TalentGraph indexed the full archive, normalized licenses, specialties and lapsed credentials, and surfaced 1,700 previously rejected or ghosted RNs who now met current requirements. Signal Screening re-engaged them by text, and a human recruiter owned every conversation from the first reply onward.

Dormant nurses re-engaged
1,700Dormant nurses re-engaged
RNs hired in 90 days
41RNs hired in 90 days
Travel spend avoided
$2.1MTravel spend avoided

“We had already paid to acquire these candidates once. TalentGraph found 41 hires inside a database we assumed was dead, and we seated them at 38 percent of travel rate.”

Charmaine BoatengChief People Officer

Hiring for something not on this list?

The agents are configured per requisition, not per vertical. If you hire more than fifty people a year, there is a play for it.

Talk it through

Start with one role

Your first shortlist in 72 hours

Send us one open requisition. We run sourcing, screening, and AI interviews on it, then hand back a ranked shortlist with scorecards and interview recordings.

Book a demoTalk to a recruiter

Or call +1 (512) 555-0142 — Austin, TX