Call center hiring software that lets you hear every applicant before the class starts
Call center hiring software has one job: to fill a training class with people who will still be on the phones in ninety days. VoxScreen does the first part of that by letting every applicant be heard. Candidates record voice or video answers to the same few questions, and each comes back transcribed, scored against the center's criteria, ranked, and tagged with a CEFR spoken-language level. Plans are sized by new candidates a month and go up to 2,000 candidates a month. The recording is unproctored, so it screens for voice, clarity and judgement and does not prove identity or stop a coached answer.
Where screening breaks down
A contact center hires in classes, and a class is a bet. Recruiters phone-screen a few hundred applicants to seat twenty, trainers spend weeks on them, and a share are gone before they take a live call. The cost of a weak screen is paid in training hours and in a campaign that launches short.
The screen is weak because it is rushed. At volume the phone screen shrinks to a few minutes of confirming shift availability, and what actually predicts survival on the floor goes unasked: how someone sounds when a caller is angry, and whether they can explain a simple thing clearly the first time.
For offshore and bilingual campaigns there is a language threshold as well, usually set by the client. It gets checked by a recruiter's ear, which varies from recruiter to recruiter, or by a separate test that many applicants never finish.
How a round runs
- Build the interview around the calls agents will take. VoxScreen drafts questions and a rubric from the role, and operations should add one scenario that matches the campaign.
- Set questions to voice only if the job is voice only. Nothing about phone work requires a camera, and it spares applicants one they don't need.
- Put the link at the end of the application. Applicants record straight away, and the API can send invitations as applications arrive.
- Review the ranked list by rubric score, with the CEFR level alongside. Set the level the campaign requires before looking, and listen to the candidates near the line.
- Fill the class from the top, and keep the rest. No one is removed by a score, so the next class starts from a list you already have.
What it replaces
The three-minute phone screen
At volume a live screen can only confirm logistics. A recorded answer to a caller scenario is the closest thing to a sample of the job, and trainers can listen to it too.
A recruiter's ear as the language test
A CEFR band is the same scale for every recruiter and for the client who set the requirement.
Starting every class from zero
A ranked list that keeps everyone on it means last month's near misses are this month's first invitations, and they don't count against the allowance twice.
What it costs at your volume
Plans differ in one thing: how many new candidates you add in a month. A candidate counts once, the first time their email address is added, and never again. Everything else is the same on every plan.
| Situation | New candidates a month | Plan | Price |
|---|---|---|---|
| A small support team adding five agents | 150 | Starter | $39/mo |
| A monthly training class of 20 | 600 | Premium | $149/mo |
| A new campaign needing 60 agents in six weeks | 1,800 | Premium | $149/mo |
The tools you're probably comparing
Contact centers compare on scale and on language. This table sets VoxScreen against two enterprise platforms that advertise language or proctoring features, one broader interviewing suite, and a credit-metered screening tool.
| Tool | Free plan, not a trial | Entry price | Spoken language level (CEFR A1 to C2) | AI scoring against a rubric you write |
|---|---|---|---|---|
| VoxScreen Our product | Yes, 50 candidates a month | $39/mo | Yes, A1 to C2 | Yes |
| HireVue | Not stated on their site | Not stated on their site | Language proficiency tests | Assessments and interview insights |
| Talview | Not stated on their site | Not stated on their site | Not stated on their site | Conversational AI interviewer with scoring |
| Jobma | Not stated on their site | Not stated on their site | Not stated on their site | AI scoring and summaries |
| Truffle | No | $49/mo | Not stated on their site | Yes |
- HireVue. Sources: hirevue.com/pricing , hirevue.com/platform · VoxScreen vs HireVue
- Talview. Sources: talview.com/en/pricing , talview.com/en , talview.com/en/ivy-ai-interviewer · VoxScreen vs Talview
- Jobma. Sources: jobma.com , jobma.com/pricing · VoxScreen vs Jobma
- Truffle. Sources: hiretruffle.com/pricing · VoxScreen vs Truffle
When this is the wrong tool
- Impersonation and coached answers are your real problem. Talview does face and voice authentication and second-device detection. VoxScreen has no proctoring and verifies no one's identity. VoxScreen vs Talview
- You fill classes from more applicants a month than the Premium allowance, across several sites. That is enterprise volume, which is what HireVue is built around, along with language proficiency tests. VoxScreen vs HireVue
- You support languages outside English, Spanish, French, German and Portuguese. Jobma states sixteen interview languages. VoxScreen vs Jobma
- The job is chat or email support. A spoken interview and a spoken-language level measure the wrong thing. Ask for a written exercise.
Interview questions for these roles
Each guide gives the questions in full, with what a strong answer sounds like and a scorecard to rate against. No sign-up.
Common questions
Can candidates answer by voice instead of video?
Yes. Any question can be set to voice only, and a whole interview can be. For phone roles that is usually the better choice, because it tests what the job uses.
How is the language level assessed?
From the audio of the candidate's recorded answers, reported as a CEFR band from A1 to C2 for the language of the interview. It is included on every plan. It describes spoken proficiency only, and it is a screening read, not a certified test.
Our client requires a minimum English level. Can we filter on it?
The level is shown beside every candidate and delivered as its own field through the API and the scored-candidate webhook, so your own workflow can filter on it. VoxScreen itself never removes a candidate.
Is the interview proctored?
No. Nothing verifies who is speaking or prevents a prepared answer. Treat the result as a screen and confirm voice and level in a live step before the class starts. Open questions about the candidate's own experience are harder to script.
How many applicants can we put through in a month?
Up to the allowance of your plan, and Premium is the largest published one. The cost table above shows where a given class size lands. A candidate counts once, so re-inviting someone for a later class is free.
Can it connect to our applicant tracking system?
Through the REST API and webhooks, included on every plan. Invitations can be triggered from your system and scores sent back. There is no native plug-in, so it needs a developer or an automation tool.
How is this different from the language screening and high-volume pages?
Those describe one need each. This page is about running a contact center's intake as a whole, where volume, voice and a client's language requirement arrive together.
Try it on a real role
Set up an interview in five minutes, send one link, and read the ranked results. The free plan takes 50 candidates a month and needs no card.
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