From job post to hired tech —
on your shop's schedule.

Every application — from your apply link on Indeed, ZipRecruiter, Facebook, your careers page or Google for Jobs — lands as a single applicant record, tagged with where it came from. Direct applies capture TCPA consent at the form; job-board applicants are held back from outbound SMS until consent is recorded. Either way, no text goes out without it.

• Per-channel tagged apply links + Google for Jobs listing
• Dedup across sources by (tenant, source, source_id)
• TCPA consent gate: direct applies capture at intake; job-board imports gated at outbound

The applicant gets a text within 60 seconds — the opener carries the TCPA disclosure (Reply STOP to opt out). Claude orchestrates the conversation 24/7, so an 11 PM application doesn't sit until morning. STOP is honored immediately and persistently.

• 60-second response, any hour
• STOP / HELP handled per TCPA
• Conversation state machine, not a generic chatbot

A 4-turn Claude interview extracts license, years of experience, commute radius, and pay expectation. Prompts are EEOC-fair by design — no protected-class attributes asked, no scoring on attributes that aren't job-related. Pass the filters and the applicant advances; otherwise they're declined with a clear reason.

• Structured field extraction, schema-validated
• EEOC-fair prompt scaffolding
• Reasons captured for every disqualification

An optional behavioral assessment scores fit without exposing raw responses to the owner. The owner sees a fit signal and a short explanation; the underlying answers are masked to prevent bias and keep the assessment defensible under EEOC scrutiny.

• Raw responses never shown to the owner
• Item pool validated against the EEOC checker
• Optional per job — skip when you don't need it

Claude queries the owner's Google Calendar for 2-hour ride-along slots over the next 5 business days, offers three by SMS, and creates the calendar event when the applicant picks one — with the applicant added as an attendee. No back-and-forth, no missed slots.

• Google Calendar OAuth, owner-side
• 3-slot SMS offer, applicant picks
• Event created with applicant as attendee

The working interview runs on the owner's calendar; status flows from scheduled → confirmed → completed (or no_show / canceled). Notes captured against the applicant record become the basis for the offer decision.

• Status tracking: confirmed, completed, no-show
• Notes attached to the applicant record

An inline wage benchmark widget shows local p25/p50/p75 for the role from BLS OEWS + a monthly Indeed scrape, with a warning if the offer is below market median. Owners stop guessing what to pay and stop losing techs to a competitor across town.

• BLS OEWS + monthly Indeed scrape
• Below-median warning surfaced inline
• Per-role, per-metro accuracy

On accept, the applicant moves to your tech roster. Manual move works on day one; if you connect ServiceTitan (or another FSM), the tech syncs both ways so retention signals start tracking immediately — hours, OT, no-shows.

• Manual move, or ServiceTitan OAuth sync
• Job appointment sync seeds retention baseline

Every month, each tech gets a 3-question SMS check-in. Claude classifies sentiment and themes; the owner sees aggregate signals and risk scores, never verbatim answers. The combination of passive signals (hours, OT, no-shows) and pulse sentiment surfaces the techs most likely to leave 3–4 weeks before the two-weeks-notice arrives.

• Anonymous per-tech response token
• Owner never sees verbatim text — only sentiment + themes
• Combined with FSM signals into a risk score