Place more candidates.
Keep every recruiter human.
Bill the difference.
Rebecca takes the 80% of every recruiter's day that is triage, first-round interviews, and chasing-down status updates — and gives it back. Your agency's edge becomes the shortlist, not the headcount.
Your recruiters are closers, not gatekeepers.
- close32-hour average response time — every slow reply is a candidate placed by another agency.
- closeRecruiters spend 60% of their week on first calls that should never have happened.
- closeShortlist quality is inconsistent — some AMs send gold, some send guesswork.
- closeYou add headcount to grow revenue, and margins stay flat.
- check_circleCandidates get their interview link within minutes of applying — you win the inbox race, every time.
- check_circleRecruiters only ever see pre-vetted, scored candidates, so every client call is useful.
- check_circleEvery shortlist goes out on the same rigorous scorecard — clients start trusting you by default.
- check_circleRevenue-per-recruiter climbs without hiring, and your desk scales with reqs, not bodies.
Every inbound gets screened. Every shortlist converts.
Your competitive edge as an agency isn't candidate volume — it's the quality of the shortlist you hand to the client. Rebecca interviews everyone, so your recruiters only ever see the top 12%.
Shortlist quality is the entire business.
- boltTime-to-interview-link drops from 32 hours to under 4 minutes — no more losing talent to faster agencies.
- diversity_3Every candidate gets the same structured interview — your scorecards are now defensible, consistent, and client-ready.
- paidRecruiters focus on the 12% that matter, so placements-per-recruiter-per-quarter climbs without adding headcount.
From application to placement, with the human part where it matters.
Candidate applies
Your ATS fires a new-candidate event. The Rebecca integration auto-creates an interview session and sends the candidate a one-click link — before your competition has even opened the inbox.
Live voice interview
Rebecca runs a natural, adaptive conversation tailored to the role — from retained-search exec briefs to high-volume contingent reqs.
Structured scorecard
Recruiters see a clean, defensible scorecard: fit, motivations, must-haves verified, red flags flagged. No more 15-minute voice notes.
AMs pitch, clients close
Your AMs walk into the client call with a pre-vetted shortlist, confident in every candidate, ready to bill the placement.
Everything your team needs, nothing it doesn't.
Get a bird's-eye view of every candidate and their interview status — all in one place.
Structured scoring.
Audited for bias.
AI hiring tools get scrutinized — as they should. Rebecca is built so your legal, HR, and DEI teams can review the same evidence your recruiters do.
Same rubric, every candidate
Structured scoring eliminates gut-feel drift. Every applicant is evaluated against the same criteria in the same order — no tired-Friday bias.
Ongoing bias audits
Adverse-impact checks across protected classes using the EEOC four-fifths rule. Quarterly reviews with auditable score logs.
Regulatory alignment
Built around EEOC fair-hiring guidance and GDPR/CCPA data handling. Candidates are informed and consent is logged.
See what your team
would actually save.
Drag the slider. The numbers update live.
Interviews per month
20
saved per month
That's your recruiters' time back — to close hires, not run first-round screens.
Cost comparison
Rebecca costs based on published subscription pricing — recommended tier shown per volume. Manual screening cost based on industry benchmarks at ~$24.75/interview. Actual savings vary. See full pricing →
I was genuinely impressed. It's fast, intuitive, and incredibly efficient at screening. What stood out was its ability to ask relevant, contextual questions and adapt based on the candidate's responses.
Your next great hire
is one conversation away.
Sign up Monday. Be screening by Friday. No lock-in contracts. No technical setup.