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use case

verified July 2026

TTS for recruiting screening calls.

The first screening call is high-volume, repetitive, and decisive for how candidates feel about you. A voice agent screens every applicant the day they apply — same questions, same tone, any language — and a hiring push becomes burst days instead of a scheduling crisis.

01

What the screen does

  • Availability, work authorization, salary range, and the three role questions — a structured ten minutes per candidate.
  • Every candidate hears the same questions in the same voice: consistency is fairness, and it is also better data.
  • Candidates answer at 9 PM if that is when they are free; the line does not keep office hours.

02

A hiring push, priced

Hiring comes in waves; the meter bills the wave, the line prices it as counted burst days. Screening minutes never change the standing bill.

Table 1 — Steady-state vs a seasonal hiring push

MonthMinutesOn a $30–$100 meterOn Gandr lines
Steady, 1 line3,000$90 – $300$150
Push, 1 line + burst15,000$450 – $1,500$150 + burst days

03

The candidate experience

First audio at 107 ms keeps the screen conversational rather than robotic — the candidate talks over nothing, waits for nothing, and the transcript lands with the recruiter before the candidate hangs up.

See also

Related sheets.

Thirty minutes, your production script, the live latency readout — measured in front of you.

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