Nobody has time to ring
four thousand people.
So the database sits there, the good applicants take something else, and the worker who was fine in week two resigns in week four. MyHireAI answers the phone when the branch is shut, screens every applicant within minutes, works the names nobody gets to, and checks in on every worker you have on site.
SARA read all 4,180 candidate records and found 1,173 people worth a conversation this week.
Enough to fill the 19 open seats on the board many times over. Every figure here comes from the demo dataset, and every one of them adds up.
None of it is hard. All of it depends on somebody remembering.
Recruitment and labour hire are won on speed and on relationships, and both are lost the same way — a phone that rang when nobody was there, and a list that only exists in one person’s head.
Thirty-one people applied overnight. A consultant reaches six of them by Friday lunchtime, and the good ones are already working somewhere.
A branch can hold two hundred people in its head. The rest sit in the database until someone has a spare afternoon, which nobody ever does.
Fine in week two, gone in week four. The check-in that would have caught it is the one nobody got around to making.
Nobody diarised the end date. Three weeks on the bench, then they take a job with the agency down the road and never come back.
Four jobs a branch never has enough hours for
Three of them are speed. The third one is the asset you already paid for and have never properly worked.
Answer the phone
Clients ring at 4:55pm because that is when they find out. Workers text at 5:38am because that is when the line stops. SARA takes the brief, checks the rate against the award floor, and opens the order before anyone has hung up.
Screen everyone, in minutes
Not the first six. All of them, scored against the requirements on that brief, with the evidence quoted and the knockouts explained. Tickets checked against the register rather than the résumé.
Work the database you already paid for
Who is still around, who is finishing somewhere else this month, whose ticket lapses in October, who said no to $32 back when the rate was $32. It is all already in your systems. Nobody has the afternoon.
Keep the people you placed
Day one, week one, every fortnight, and a redeploy call fourteen days before the end date. Pay, safety and complaints go to a named person inside the hour — never closed by an agent.
Nine modules, and one place the branch actually works
Both sides of the phone, in one list. A client with six heads for Monday, a worker asking whether to come in at six — taken, qualified and either finished or handed over with the evidence already gathered.
Open in the demoEvery applicant called within minutes and scored against that brief's requirements and nothing else. The people who miss out are shown with the requirement that ruled them out.
Open in the demoThe database you already paid for, re-read every night. Six lists build themselves out of end dates, ticket expiries, timesheets and old screening scores — and say who cannot be contacted, and why.
Open in the demoLabour hire orders and permanent roles on one board, sorted by what actually hurts: empty seats against a close date. With the margin and the award floor in front of you.
Open in the demoPre-start, day one, week one, fortnightly, and a call before the end date. The check-ins a consultant means to make — and the falling pulse that predicts a resignation.
Open in the demoEvery call and text, word for word, with what SARA did in the system as a result. Including the ones where she stopped and fetched a person.
Open in the demoWork rights, tickets, licensing, award floors, fair hiring, privacy and Do Not Call. Thirteen rules, every hold shown with its reason, and the credential watchtower underneath.
Open in the demoYour candidate system, job boards, payroll, compliance documents and calendars — read by category, never by vendor. Read-only until you say otherwise.
Open in the demoWhat SARA did overnight, which seats are still open, and the handful of people who genuinely need you today.
Open in the demo31 applied overnight. All 24 who answered were screened before breakfast.
Median time from application to a real phone call: 9 minutes. Each one scored against the six requirements on that client’s brief — and nothing else. The questions are generated from the requirement list and logged, so a decision six months old can still be explained.
- Evidence quoted against every requirement, in the candidate's own words
- Tickets and work rights checked on the register, not taken from the résumé
- Knockouts shown with the requirement that caused them — and what they do qualify for
- Permanent roles: SARA ranks and stops. A person makes every decision, and says so on the call
“You have 4,180 people on the books. Here are 1,173 worth ringing this week.”
Nobody maintains these lists. They rebuild every night out of timesheets, known end dates, ticket expiries and old screening scores. Pick one and you get the people inside it, ranked — and the ones the rules will not let you contact, with the reason and the date they become eligible again.
- Worked for us, then went quiet — 341 contactable (412 found, 71 held back)
- Finishing somewhere else in the next 30 days — 78 contactable (96 found, 18 held back)
- Screened, qualified, never placed — 244 contactable (289 found, 45 held back)
- Ticket or work rights expiring in 60 days — 121 contactable (134 found, 13 held back)
A pulse that falls 78 → 41 is a resignation you can still do something about.
Pre-start, day one, week one, then every fortnight. 218 check-ins went out last month and 88% of them were answered, because they are three questions by text rather than a call nobody has time to take.
- 7 escalations last month — 3 pay · 2 site conditions · 1 roster · 1 PPE
- Pay, safety and complaints go to a named person inside the hour, never auto-closed
- Redeploy call fourteen days out: average bench time 1.4 days, down from 9.6
- The client hears about a problem from you, not the other way round
The risk isn't an awkward phone call. It's a placement you can't explain.
Work rights, labour hire licensing, award floors, anti-discrimination, privacy and Do Not Call — 13 rules checked before every step, and 562 actions stopped or sent to a person in the last thirty days. Pick a rule and see the exact person it applied to.
Right to work, verified before anyone starts
Work rights are established against the register before a candidate is presented, and re-checked when a visa expiry falls inside the assignment. A résumé saying "full working rights" is a claim, not a check.
We don't replace your systems. We read them.
Keep the candidate system, the job boards, the payroll platform — and keep working in them. MyHireAI does the part in between: reading what they know, deciding who to call, and writing back what happened. Every connection starts read-only.
- Candidate system — people, availability, placement history
- Job boards — applications, within seconds
- Payroll & timesheets — hours, approvals, no-shows, end dates
- Compliance documents — tickets, inductions, expiry dates
- Registers — work rights and licences, at the source
- Answers the phone from both sides, and opens the order
- Calls every applicant in minutes and scores them against the brief
- Re-reads the whole database overnight and rebuilds the lists
- Checks work rights, tickets, consent and the contact cap before every step
- Checks in on every worker on site, and finds the next assignment before the last one ends
- Candidate system — screening outcomes, evidence, availability
- New orders, taken on the phone and opened in your system
- Compliance — renewal requests and reminders
- Calendars — the interview or site visit itself
- Your team — by SMS, with the evidence already gathered
Built to connect, not to lock you in
The platform works against categories of system, not particular products. If you switch candidate systems next year, nothing about your lists or your rules changes. Where a system has a proper API we use it; where it doesn't, a scheduled export or a monitored inbox is a perfectly good connection.
Plenty of branches still run on a spreadsheet and a shared drive. That is also fine, and it is a first-class starting point rather than a problem to fix first.
See the connectors in the demoNot on the list? That's the normal case. Tell us what you run and how data can leave it — that is usually the whole integration conversation.
Intake, screening and the calls nobody makes
Press play on a real one. Every conversation in the demo is the actual product — including the ones where SARA stops and hands over.
Intake
Answers the phone when the branch can't — after four thirty, through lunch, and at six in the morning. Takes the whole brief, checks the rate against the award floor, and opens the order before the client has hung up.
- Heads, site, start, shift, rate and inductions — the same questions a good consultant asks
- Checks the quoted rate against the classification floor before repeating it back
- Opens the order in your own system, with the brief attached
- Says what it doesn't know and leaves it for a person, rather than guessing
Talk to SARA yourself
Pop in your number and SARA — calling for a demo labour hire branch — will ring you straight back and screen you for a process worker role. Tell her you can't do afternoons, claim a forklift ticket you don't have, or ask for a person and watch her hand over.
Live in weeks, not quarters.
Read-only first, so you can watch it work on your own data before it writes anything or dials a single number.
One filled order a week pays for the year
An applicant who took something else on Friday. A worker who walked in week four. An assignment that ended with nothing lined up. None of these are rare — they are the cost of running a branch on memory and good intentions.
MyHireAI removes the remembering. The phone is answered, everyone is called, the database is read every night, and every person who can't be contacted says why.
Point it at your databaseFrom the demo database of 4,180 candidate records.
Point it at your own database.
The fastest way to see whether this is worth anything is to run the nightly scan against your real candidate data and look at what comes back. No calling, no texting — just the lists, and the number of people on them.
- Read-only connection to your candidate system and payroll
- One scan, one report — the lists and who is on them
- Nobody is contacted, and nothing is written back
- You keep the report whether or not you go further
Have a look around the demo first.
Fully interactive — read a screening with its evidence, find the people being held back and why, watch a worker get redeployed before he hits the bench, and hear SARA take an order at five to five. A fictional agency, but every screen is the real product.