Practise clear, respectful recruitment conversations.
Ready-made courses for both sides of the desk: taking a brief, holding a fee, screening fairly and delivering the news nobody wants. Practise with an AI client or candidate first.
A placement, call by call.
The calls a consultant makes between winning a vacancy and filling it, each with its own course.
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Client call
Win the vacancy
Open with a genuine reason, ask about hiring plans and respect a preferred supplier list.
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Client call
Take the brief
Turn 'someone like Dave' into pay, hours, duties and essentials, and decline criteria that aren't about the job.
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Client call
Agree the terms
Explain fees and rebates accurately, and refer anything beyond your discretion to a director.
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Candidate call
Make first contact
Say who you are, where their details came from and what the role is, from the facts you have.
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Candidate call
Screen
Cover what matters for the role and ask consent before putting anyone forward.
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Candidate call
Prepare for interview
Brief the who, when and format, and say 'I'll find out' instead of guessing.
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Candidate call
Relay the offer
Pass on the offer and its conditions accurately, and support a counter-offer decision without pressure.
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Candidate call
Deliver the decision
Give the news early and relay feedback exactly as supplied.
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Candidate call
Check references
Confirm consent and purpose, ask only job-relevant questions and never confirm a job search to anyone.
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Client call
Run the temp desk
Offer a shift with every practical fact, and handle a no-show without speculating about the worker.
Four calls where the easy answer is the wrong one.
Each line opens an exercise in the library. Saying yes would be quicker; your consultant practises the better answer.
“I want a young lad, under thirty-five, fit, no health issues.”
Declining the age and health criteria without a lecture, and restating what the job actually requires.
“I know he's registered with you lot — I just want you to confirm it.”
Neither confirming nor denying anything about any individual, with a brief, courteous reason.
“Tell me what they want to hear. And am I the front-runner?”
Briefing the day, format and panel accurately, and declining to rank her or script the answers.
“Before you give me the official line — be honest with me. Was it my age?”
Relaying the feedback as supplied, taking the concern seriously and explaining how she can raise it.
Built for
- Recruitment & staffing agencies
- RPO & in-house talent teams
- Executive search firms
- Contract & temp desks
What a recruitment desk gets from it
Briefs you can fill
Consultants rehearse turning a vague wish into pay, hours, duties and essentials, then reading the brief back before promising a single CV.
Screening that stays on the job
Notice, location, experience, salary and consent to be put forward. The exercises keep clear of age, health and family, even when a candidate raises them.
Fees held with a reason
Practise explaining fees and rebates accurately, moving only within your discretion and only in exchange for something, such as a period of sole agency.
Wording to talk through
Where a course uses AI feedback, charged separately, it gives a manager concrete examples from the transcript. It is for developing consultants, not for screening candidates.
Exercises use fictional roles, rates and terms. They are practice, not legal advice, and they develop your consultants; nothing here assesses or screens candidates.
After every practice call
After each practice call, a call analysis shows your pace, talk share, questions and filler words, with specific tips for next time. It comes at no extra charge.
Interruption practice
Set interruption practice to Off, Low, Moderate or High in each eligible exercise of your own course or workspace copy. Rehearse time pressure, clarification or a respectful ending after refusal. Explore custom interruption practice.
In preparation: live interruption practice is not enabled yet.
Where to start
Every workspace begins with a short business discovery course and a customer support course. They show how practice calls work before your team moves on to the Recruitment courses below.
Starter courses, then your own
Each starter course has three short levels. To rehearse your own policies and wording, describe the call and the AI course builder drafts a course for your team to review; check the facts and escalation steps against your own policies before anyone practises. Course generation uses credit.
Explore business discovery Explore customer supportExplore all 10 Recruitment courses
Client and candidate calls from first contact to offer. Each course has three levels that get harder, with a different AI caller at each one.
First Contact — Approaching Candidates with Permission
3 levelsPractise the first call to a candidate: say who you are and why you're calling, check it's a good time, describe a role only from the facts you have, explain honestly where their details came from, and accept 'not now' or 'don't call again'. Practice only, not legal advice.
- Easy Tomasz — registered candidate keen on warehouse team leader
- Medium Ngozi — passive management accountant busy at work
- Hard Rhys — demanding source of number and requesting erasure
Candidate Screening — Relevant Questions & Safe Limits
3 levelsPractise screening calls that cover what matters (notice, location, experience, salary and consent to be put forward) while staying clear of age, health, family and other personal topics, even when a candidate raises them. Practice only, not legal advice.
- Easy Amara — inbound applicant for customer service role
- Medium Ben — finance assistant volunteering personal circumstances
- Hard Priya — CV mismatch and demanding £10k above band
Taking the Job Brief — Specifics & Objective Criteria
3 levelsPractise taking a job brief from a hiring manager: cover pay, hours, start date, essentials, workplace safety and the interview process, turn vague wishes into specific job requirements, and politely decline criteria that aren't about the job. Practice only, not legal advice.
- Easy Marcus — precision engineering estimator vacancy brief
- Medium Helen — operations manager wanting 'someone like Dave'
- Hard Gareth — site manager with non-job-related age and health criteria
New Client BD — Permission, Relevance & Small Next Steps
3 levelsPractise business-development calls to hiring companies: open with a genuine reason, ask permission, ask about their hiring plans, respect a preferred supplier list, and accept 'no' or 'don't call again' cleanly. Practice only.
- Easy Sophie — software HR manager who downloaded salary guide
- Medium Deborah — HR business partner with a closed PSL
- Hard Nigel — operations director requesting do-not-call removal
Practise both sides of the desk before the phone rings.
Create a workspace, explore the course library and invite your team. Pay only for the practice you use.