Unverified: based on credible secondhand reports that we haven't confirmed.
ABB's Phenom Voice Screening Agent pilot in India phones candidates, runs knockout and open-ended screening, and proposes a 1–5 rating that recruiters can override; 55% of applicants took the call, 95% completed, and 70 recruiter hours were saved (pilot)
ABB piloted Phenom's Voice Screening Agent in India, its highest-volume hiring market, where thousands apply per role and most pre-screen calls happened before 9am or after 5pm. The agent calls candidates (or offers a web option), gives consent and recording disclosure, asks knockout questions (work permit, experience, relocation) and open-ended questions drafted from the job description, and can call candidates simultaneously and retry. It then generates a recommended 1–5 rating with reasoning and rubric; recruiters can review the recording and transcript and override. In the pilot, 55% of applicants converted to voice-agent calls, 95% of those completed screening, and recruiters saved 70 hours; ABB cites '100% transcription and processing accuracy' (reported by Phenom blog, April 10, 2026, Head of Global Talent Attraction Jane Mehringer quoted at Phenom's conference). These are pilot figures with no stated window or volume.
Thousands of applicants per role in India made manual pre-screen calls unscalable, and most calls had to happen outside recruiters' working hours (reported by Phenom)
Unverified: these claims come from secondhand reports and haven't been confirmed.
55% of applicants converted to voice-agent calls and 95% of those completed screening, pilot figures with no window or volume stated Reported by Phenom · Source (phenom.com)
70 recruiter hours saved during the pilot Reported by Phenom · Source (phenom.com)
'100% transcription and processing accuracy', a customer claim with no method described Reported by Phenom · Source (phenom.com)
We actually converted 55% of applicants to phone calls with the voice agent, and out of that, 95% completed it with 100% accuracy, saving our recruiters 70 hours,
7-Eleven, which hires about 100,000 people a year, replaced a fragmented post-Speedway hiring stack with Workday plus Paradox, giving store leaders a 24/7 AI recruiter so applicants who apply at 2 a.m. get immediate interaction instead of waiting days. Store leaders own hiring, with the AI automating the steps before the human 'moments that matter'. Head of Talent Acquisition Rachel Allen told UNLEASH (April 1, 2026) that time to hire fell from ten days to under three and store leaders save 40,000 hours a week (two million a year), credited to the strategy and technology together
AdventHealth makes about 25,000 clinical and non-clinical hires a year, and manual screening was slowing recruiters. After review by its Chief AI Officer and legal teams, it ran a controlled 90-day pilot of Hirevue's AI Interviewer, which holds dynamic two-way voice conversations with nursing applicants and can reroute them to better-suited roles. Candidates could opt out and were guaranteed human follow-up, and recruiters advance candidates after screening. Hirevue reports applicants moved 79% faster from application to manager review (target 70%), over 54% of applicants opted in, recruiters saved over $40,000 in screening time (about eight hours per hire), and 41% of interviews were completed after hours (reported by Hirevue from a webinar with AdventHealth's Executive Director of Workforce Strategy Keisha Malivert).
Alpine Home Air, an HVAC company with a single HR manager, uses HeyMilo AI interviewers to screen up to 3,000 applicants that can arrive in three days, reporting a 70% reduction in screening time (reported by HeyMilo / Alpine Home Air)
Rideshare company Alto replaced traditional video interviews early in its driver funnel with Fountain's AI interview and candidate AI agent; applicant conversion rose from about 38% to 55%, time to hire fell from about 12 to 9 days, and a four-person recruiting team now hires over 200 drivers a week, more than doubling weekly hiring volume (reported by Fountain / Alto)
Breeze Airways' People Services team had a single inbox for every HR question from a 24/7 workforce across 85+ cities, with nearly half of questions arriving outside business hours. It deployed Harper, Wisq's AI HR generalist, inside Microsoft Teams; Harper recognizes the asker's role and answers from the matching playbook (pilot, flight attendant, mechanic or corporate policies), and routes the rest to People Services. The rollout was phased by employee group. Wisq reports 91% of inquiries resolved without human handoff and nearly half arriving outside business hours, replacing manual logging in ClickUp with an analytics dashboard (reported by Wisq, quoting Breeze's Chief People Officer; vendor-published)
Agilus, one of Canada's largest recruitment firms (10,000+ placements a year, up to 300 applications per role), configured Tenzo's voice agent Morgan with role-specific resume criteria, screening questions, scoring rubrics and pass thresholds. Morgan texts or calls qualified applicants within minutes, schedules and conducts the interview at any hour in English or French Canadian, handles follow-ups, and pushes transcripts, scores and recordings into the Erecruit ATS, with protected attributes redacted; recruiters make submission decisions. After a 10-recruiter pilot it was rolled out to all 60 recruiters. Tenzo reports 100% of qualified applicants contacted within minutes, a 2-hour median from application to interview and 90% of candidates rating the AI interview positively (reported by Tenzo, quoting Agilus CEO Craig Brown; vendor-published)