Recruiter coaching · Candidate intelligence

Every Call. Every Recruiter. Every Candidate.

Measured — Coached — Improved Outcomes

An AI-native intelligence layer that turns every recruiter–candidate conversation into measurable outcomes — recruiter conversation quality, candidate fit, and placement predictability all moving in the right direction, with the evidence to prove it.

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v3.26.1 live at audit.iic.com · Built for Indotronix Avani Group
Recruiter trajectory
Aiden S
Aerospace Cleared · 18 calls in 30 days
5.2
▲ 0.6 vs. prior 30 days
10 5 1 Coaching · May 5
Top strength · Submission urgency landing in 10 of 10 calls
Growth · Open with recording disclosure (14 of 18 calls)
Candidate fit profile
Rosalinda Carcamo
Quality Inspector · Kratos Defense
CONDITIONAL FIT
Intent
Exploring
Skills validated
3 of 7
Engagement
62
Drop-out risk
38%
Comp alignment
−$5/hr
4 timestamped citations · click [MM:SS] to jump
Team placement signal · this week
Aerospace Cleared
6 recruiters · 42 audited calls
FORECAST 78%
3
High-confidence submissions
▲ 0.4
Team avg score
↓ 2
Hard flags vs. last wk
Aiden S → Brian K · L3 Harris86%
Sridhar M → Anusha P · Lockheed82%
Karthik → Eric H · Boeing79%
100%
of recruiter calls audited automatically
< 1 day
from call to coaching
10 → ∞
editable audit rules, L&D-managed
~70%
reduction in L&D time spent listening manually
The Opportunity (Why)

There's signal in every conversation. Most of it never gets used.

Every recruiter call carries two streams of intelligence — about how the recruiter is doing, and about who the candidate really is. Today, both go largely unused. Spot-checks miss patterns. Coaching is reactive. Candidate suitability gets decided on resume keywords. There's a better way to turn every conversation into a coaching moment and a clearer read on fit.

01

Recruiter potential left on the table

Even good recruiters have blind spots — a probing question they're not asking, a moment they're not landing, a habit they don't see. Without consistent feedback at scale, those gaps stay invisible and growth plateaus.

02

Candidate fit is decided too late

Resume keywords say nothing about real skills, real intent, or whether someone will thrive in the role. The signals that actually predict a successful placement live in the conversation — and they're being thrown away.

03

The business doesn't see what's working

Which coaching investments actually moved the needle? Which recruiters are growing? Which clients get the strongest submissions? Without a closed loop, leadership operates on instinct, not on signal.

Three Steps, Every Night (How it works)

From last night's calls to this morning's coaching queue.

A single 7 PM cron syncs the day's calls and turns them into ready-to-review audits by morning. L&D triages, sends, moves on. No babysitting.

1

Auto-sync & audit

Zoom recordings stream into a shared transcript library overnight. The agent groups calls by (recruiter, candidate, date), then runs a two-stage AI pipeline — Haiku extracts structured facts, Sonnet judges from those facts. By morning the queue is ready.

7:00 PM  →  sync + audit  →  6:00 AM  ✓
2

L&D reviews & coaches

L&D opens the queue, reviews each audit in seconds with timestamped citations, writes a per-candidate coaching note, and selects which audits to include in each recruiter's digest. One click per recipient sends the email.

[Review] → [Coach] → [Send] · ~3 min per audit
3

Measure & improve

Recruiters get a personal scorecard with their flag patterns and the L&D coaching for each call. Account Managers see team trends and accountability metrics. Improvement is visible at the dot-on-the-trajectory level.

30-day rolling avg ▲ 0.6 post-coaching
Four Deep Dives (Features)

Two sides. One closed loop.

Candidate intelligence on one side. Recruiter growth on the other. Four flagship capabilities walked through below — and 16 more in the platform after that.

01 Candidate Intelligence → 02 Recruiter Coaching → 03 Rules & Control → 04 Quality & Trust
01 / 04 Candidate Intelligence

Read every candidate before they're submitted.

5 independent dimensions of fit · scored from one conversation

A resume tells you what someone claims. A conversation tells you who they are. The agent reads every recruiter–candidate call and surfaces five independent signals — claimed skills validated against role requirements, real intent, multi-dimensional fit, engagement quality, and drop-out / conversion likelihood. Submission decisions land with evidence, not gut feel.

  • Pre-skills screening — claimed skills probed and graded against role requirements
  • Candidate intent — interested, exploring, comparing offers, or going through motions
  • Multi-dimensional fit — technical, role level, comp, location, motivation
  • Engagement quality — response depth, follow-up questions, verbal energy
  • Drop-out / conversion likelihood — predictive signal for offer-stage attrition
  • Every signal timestamped — click to jump to the moment in the transcript
Recruiter on a call
Rosalinda Carcamo
Quality Inspector · Kratos Defense
CONDITIONAL FIT
Intent
Exploring
Engagement
62
Skills validated
3 / 7
Drop-out risk
38%
[02:30]Composite fabrication background — validates 2 of 7 claimed skills.
[01:36]Limited mechanical assembly outside composites — 4 core skills unconfirmed.Skill gap
[01:49]"I'd prefer 737 work" — accepted 787 only after prompting.Intent
[03:12]Asking $42/hr; approved range $36–38.Comp gap
Five dimensions of fit, scored from one conversation

A clearer read on every candidate.

Suitability is not one number — it's a shape. The agent renders that shape from the conversation, so you can submit with conviction and pull back early when the signals don't line up.

01

Pre-skills screening

Every skill the candidate claims is probed by the recruiter and graded — validated, partially demonstrated, or unconfirmed. You see "3 of 7 core skills validated" instead of a vague pass/fail.

02

Candidate intent

Are they actually interested, or just exploring? The agent classifies intent as Committed · Interested · Exploring · Comparing · Going through motions — based on the questions they ask, the depth of their answers, and the energy in their voice.

03

Multi-dimensional fit

Suitability isn't a single number. Each call returns a fit profile across technical, role-level, compensation, location, and motivation — so you know exactly which dimensions are strong and which need a conversation before submission.

04

Engagement quality

Engaged candidates ask follow-up questions, push on details, and respond in depth. Disengaged candidates give monosyllables and ask nothing. The agent scores this objectively — a leading indicator of whether the candidate will accept.

05

Drop-out / conversion signal

Compensation gap. Geographic concerns. Stated competing process. Hesitation patterns. The agent surfaces all of them in one drop-out-risk read — so you can address them before submission or de-prioritize the candidate early.

✦

Decision, with evidence

All five dimensions roll up into a single recommendation — STRONG FIT · CONDITIONAL · NOT A FIT — but with the underlying shape always visible. No more "the AI said yes" with no audit trail; every conclusion is cited to a moment in the transcript.

02 / 04 Recruiter Coaching

Help every recruiter do their best work.

+0.6 avg performance uplift, 30 days post-coaching

Recruiters are the people closest to the candidate, the client, and the dollars. The agent watches every conversation and surfaces what's working, what to keep doing, and where the next coaching opportunity lives. Strengths are celebrated, gaps are made visible — and every recruiter gets a trajectory that shows growth as it happens.

  • Conversation quality across screening fundamentals — comp, location, work auth, availability
  • Strengths first — what each recruiter is doing well, with timestamped evidence
  • Growth areas — where the next coaching opportunity lives, not a gotcha list
  • 30-day trajectory — every call a dot, coaching sessions marked, growth visible
  • Most-frequent patterns surfaced for the 1:1 — the recruiter sees them too
  • L&D coaching notes land in the recruiter's daily digest — supportive, specific, actionable
One-on-one coaching session
Aiden S — 30-day trajectory
Team Aerospace Cleared · AM Rajesh · 18 calls
5.2
▲ 0.6 vs. prior 30d
10 5 1 Coaching session
Top strength
Submission urgency (legit)
10 calls — landing every time
Growth opportunity
Open with recording disclosure
14 of 18 calls — quick win
03 / 04 Rules & Control

L&D writes the rules. The agent adopts them.

✦ Plain English Claude Haiku translates your sentence into a structured rule

The 10 baseline checks are editable. New ones can be added in plain English — Claude Haiku translates your sentence into a structured rule for you to review and save. From the moment you click Save, every new audit applies your rule. No code change, no waiting.

  • 10 system rules editable — false urgency, exclusivity, sensitive data, and more
  • Custom rules added by L&D — pure additions or refinements of baselines
  • Plain-English authoring — type your rule, let Claude structure it
  • Change notifications with field-level before/after diff
  • Audit-trail history of every rule change, preserved forever
  • Past audits never retroactively rescored — new calls only
Add rule · plain English ✦ Powered by Claude Haiku
Describe the rule in your own words
"Flag when the recruiter promises a specific salary that has not been approved by the client for this requisition."
↓
Unauthorized Salary Promise
Hard flag Custom
Description: Flag when the recruiter commits to a specific salary figure without confirming the client has approved that figure for this requisition. Distinct from communicating an already-approved range.
Examples: "I can get you $160K base, no problem" — with no client confirmation.
04 / 04 Quality & Trust

Build a brand recruiters and clients trust.

100% of quality signals surfaced within 12h with timestamped evidence

Recruiting is a trust business — with candidates, with clients, with each other. The agent watches for the quality markers that make placements stick and the patterns that, left unattended, eat into that trust. Recording disclosure, clean work-auth conversations, transparent comp asks — surfaced early, coached gently, so the team gets stronger together.

  • Strengths celebrated — legitimate urgency, clearance eligibility, clear process disclosure
  • Quick-win habits — recording disclosure, work-auth check, SSN justification
  • Quality protection — patterns that erode trust surfaced before they reach a client
  • Process disclosure checklist — the full hiring flow walkthrough recruiters can hand-rail through
  • Cleared-role auto-detection — US-citizenship treated as the right work-auth question on cleared calls
  • Coaching gaps surface without score penalty — growth never feels punitive
Quality signals · this week
42 calls across 6 recruiters
Recording disclosure missing14
False urgency6
SSN ask unexplained3
Exclusivity pressure1
Submission urgency (legit)10
Clearance eligibility established8
— END OF DEEP DIVES —

That's the four flagship capabilities.

The complete platform has 16 capabilities in total. Here's the full inventory.

Complete Inventory (Platform)

Sixteen capabilities. Three groups.

Every capability in the platform, organized into three coherent groups: what the agent sees in the candidate, what it surfaces for the recruiter, and what you control as the business. The four deep-dives above are highlighted from this list.

Candidate intelligence
🔍
Pre-skills screening

Claimed skills probed and graded against role requirements. "3 of 7 validated" — not pass/fail.

🎯
Candidate intent

Committed · Interested · Exploring · Comparing · Going through motions. From the conversation, not the resume.

🧭
Multi-dimensional fit

Technical · Role level · Comp · Location · Motivation. Suitability rendered as a shape, not a score.

⚡
Engagement quality

Response depth, follow-ups, verbal energy. A leading indicator of whether the candidate will accept.

📉
Drop-out / conversion signal

Comp gap, location concerns, hesitation patterns — surfaced before submission, not after a ghost.

💬
Sentiment classification

Enthusiastic · Positive · Neutral · Hesitant · Disengaged, with quote evidence per call.

Recruiter growth
🌱
Conversation quality read

Screening fundamentals scored — comp, location, work-auth, availability. Strengths first, gaps as growth.

📊
Per-recruiter trajectory

Every call a dot. Coaching sessions marked. Growth visible at the dot-on-the-trajectory level.

🎓
Coaching notes inline

L&D writes a per-candidate note that lands in the recruiter's daily digest — supportive, specific, actionable.

📒
Coaching session log

AMs log what they coached, when, and on what. Pre/post comparison closes the development loop.

Business intelligence & control
✦
Plain-English rule authoring

Describe a rule in your own words. Claude structures it for L&D review — no code, no waiting.

🏢
Team rollups

Daily snapshot for AMs, weekly trend for leadership. Patterns surface; you act early.

🤖
Autonomous pipeline

Zoom sync → audit → ready queue. Runs at 7 PM nightly. Ready before morning. No babysitting.

🛡️
Quality & trust signals

Recording disclosure, clean work-auth, transparent comp. Protected before a client sees the gap.

📋
Editable audit rules

10 baselines, infinite custom. L&D edits and the agent adopts on the next audit.

🔗
Transcript citations

Every finding clickable [MM:SS]. Hover preview, side-drawer transcript. Evidence-first, always.

Measurable Results (Outcomes)

Measured performance. Measurable outcomes.

Numbers below reflect the IIC pilot quarter. The structure is universal: when every conversation becomes a coaching moment and a clearer read on fit, recruiter performance lifts, candidate matches sharpen, and placement predictability follows.

~3×
Coaching moments per recruiter per quarter, compared to the pre-Audit-Agent baseline — and they're now specific, evidence-backed, and timely.
+0.6
Avg uplift in recruiter conversation quality 30 days after coaching — visible in the trajectory chart and reinforced by the team-level rollup.
5
Independent dimensions of candidate fit surfaced from each conversation — skills, intent, fit, engagement, drop-out signal.
~70%
Of L&D's prior listening time freed up for the work that actually moves the needle — coaching the patterns the AI surfaces.
In Action (See How)

People at the center. AI around them.

Three moments in the daily loop — a recruiter's calls evaluated, a recruiter coached, a candidate assessed. The agent surfaces signals; humans make the calls.

Aiden S
Aiden S
RecruiterScript Evaluated
Signals surfaced from overnight audit
Hard flag[02:30]False urgency — fabricated submission window
1Flag
Coaching gap[00:00]Recording disclosure missed
1Gap
Positive signalSubmission urgency — legitimate, client-driven
1Strength
Call scoreConditional · awaits L&D review
4.0of 10
Aiden's four calls from last night are evaluated by 6 AM with timestamped strengths and growth opportunities — ready before he logs in.
Aiden S — in coaching
Aiden S
RecruiterIn Coaching
30-day growth picture, before the 1:1
TrajectoryRolling average across 18 audited calls
5.2▲ 0.6
Top strengthLanding in 10 of 10 recent calls
Sub. urgencyconsistent
Growth area14 of 18 calls missed opening disclosure
Recordingquick win
Last sessionLogged by Rajesh · Account Manager
May 535 min
Aiden in his weekly 1:1 — strengths celebrated, one quick-win to focus on, evidence cited for both. Coaching is specific, not generic.
Rosalinda C
Rosalinda C
CandidateAssessed
Five-dimensional fit from one conversation
IntentAsks fewer follow-ups · response depth moderate
Exploring
Skills validatedComposite fab confirmed · 4 core skills unconfirmed
3of 7
Drop-out riskHesitation patterns + comp gap signal
38percent
Comp alignmentAsking $42/hr · approved range $36–38
−$5per hour
Rosalinda's first call — five fit dimensions read in one conversation. Submission risk surfaced before the recruiter hits send.
The biggest advantage is that our daily audit observations can now directly become AI audit checks.
PR
Priya Ram
Learning & Development · Indotronix
Built For The Team (Personas)

Three personas. One closed loop.

Each role has a surface designed for what they actually do — without burying them in what others do.

📋
L&D Manager

Turn every conversation into a coaching moment.

Open yesterday's conversations every morning. Read the AI's summary, dip into the transcript only when needed, write a personal coaching note for each candidate. Send the daily digests when ready — no system in the loop, just you and the recruiter.

  • Conversations grouped by recruiter
  • Plain-English rule authoring
  • Per-candidate coaching notes
  • One click per recipient to send
🏢
Account Manager

See team patterns. Act on outliers.

Daily snapshot of your team's calls. Weekly digest with trend arrows. Recruiters needing attention surface in red. Log coaching sessions in one click.

  • Team trajectory + recruiter table
  • Daily & weekly email rollups
  • Coaching session log
  • Time-to-action accountability
👤
Recruiter

Coaching that helps you do your best work.

A daily digest with your day's conversations — what landed, what to keep doing, and the next small thing to sharpen. Personal, specific, and yours. Nothing to log into, no rankings, no leaderboards.

  • Daily digest with strengths first
  • Per-candidate coaching from L&D
  • Your 30-day growth trajectory
  • One quick-win habit to focus on
Sensible Defaults (Security)

Built for trust. Auditable everywhere.

Built for an organization handling cleared and commercial talent. Conservative by design, transparent by record.

🔒

Domain-restricted access

Only @iic.com and @avanitechsolutions.com emails can sign in. OTP-based auth, session-persisted. Role-gated routes (Admin / Agent Trainer / Account Manager).

📜

Append-only audit trails

Every user change, every rule edit, every email send is appended to a history log. Nothing is silently overwritten. Full provenance, forever.

💾

Inline data resilience

Each audit result embeds its transcript text inline. Even if the original file is removed from disk, the audit and the citations remain intact.

Help your recruiters do their best work.
Place the right candidates, faster.

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