VOICE-FIRST SCREENING FOR INDIAN RECRUITMENT

Shortlist candidates before your recruiters interview them.

Merit calls your candidates and runs a structured voice screening for the role. Your recruiters see who's worth interviewing — and why — before they pick up the phone.

Built for Indian recruitment teams.
Role: Field Sales Executive
Screening: Completed — 12:41
RK
Candidate: Ramesh Kumar
Field Sales Executive · North Delhi
Language: Hindi / Hinglish Call duration: 4m 18s
Recommendation
Move to interview
Verified Match
Evidence
  • ✓ 2.5 years sales experience
  • ✓ Can join in 15 days
  • ✓ Comfortable with field work
THE RECRUITMENT BOTTLENECK

Your recruiters shouldn't have to make the same first call over and over.

A recruitment agency gets a candidate pool.

Then someone has to call every candidate. Ask if they've done the work before. Check their experience. Check when they can join. Ask what they're expecting to earn. Figure out if they're actually interested, or just browsing. Take notes. Decide who's worth a second conversation.

Then do it again for the next candidate. And the next.

Your recruiters aren't bad at this. They're good at it — that's the problem. They're spending skilled time on a conversation that repeats itself fifty times before anyone gets to the actual interview.

Resumes don't help much here either. For field sales, delivery, telecalling, retail — the resume rarely tells you what you need to know. You find out by talking to the person.

So your recruiters end up doing the same first call, over and over, just to find out who deserves the second one.

VOICE-FIRST STRUCTURED SCREENING

Merit speaks to candidates before your recruiters do.

Merit runs a structured voice screening, built around the role you're hiring for. The candidate talks — in Hindi, Hinglish, English, or a regional language. Merit listens, asks the right follow-ups, and pulls out what actually matters: experience, availability, expectations, fit.

Your recruiter gets a shortlist. Not a list of names — a list of candidates with the evidence attached.

Merit does the first screen. Your recruiter does the interview.

Merit doesn't decide who gets hired. It decides who's worth your recruiter's time. That decision still belongs to your team.

Merit

Voice screening
Live Call Transcript
Merit “Ramesh ji, aapne pehle field sales mein kaam kiya hai?”
Ramesh “Haan ji, lagbhag dhai saal FMCG distributor ke sath retail visit ka experience hai.”
Language: Hindi / Hinglish Call completed · 12:41

Evidence

Extracted role parameters
Structured Fit
Sales experience Confirmed
2.5 years
0:00
0:04
Spoken conversation → Structured evidence
BUILT FOR REAL RECRUITMENT

Built differently because Indian hiring works differently.

Built for Indian hiring

Merit is built around multilingual, phone-first candidates and the way frontline hiring actually works in India — not adapted from a product built for somewhere else.

Voice first

Candidates talk. They don't fill out another form or sit through another test. For roles where the resume says little, the conversation says a lot.

Screening, not another score

Merit isn't built to hand recruiters one more dashboard to interpret. It's built to answer one question: who should we interview?

Evidence behind the shortlist

No unexplained scores. Every recommendation is backed by what the candidate actually said, mapped to what the role needs.

Role Requirements Audit

Verified against position criteria
4/4 Criteria Met
Sales experience Confirmed
Can join within 15 days Confirmed
Comfortable with field work Confirmed
Expected salary ₹22,000

Customer handling

Strong evidence
“Pehle main unki problem samjhunga, fir hamare product ke fayde bataunga...”
0:00
0:05
APPLICATION DOMAINS

Built for the roles where the first conversation matters.

Field Sales

Screen experience, field readiness, customer handling and availability before the interview.

Delivery & Logistics

Screen availability, location, shift preferences and role requirements.

Customer Support

Screen communication and relevant experience through conversation.

Telecalling

Screen communication, experience, language and role fit.

Retail & Operations

Screen availability, location, experience and practical role requirements.

PRODUCT WORKFLOW

From candidate list to recruiter shortlist.

01

Add candidates

Bring in the candidates you already have.

02

Merit calls

Merit runs the first-round voice screening based on the role.

03

Merit analyzes

The conversation is checked against the requirements you've defined.

04

Recruiter gets the shortlist

Candidates are organized into clear recommendations, with the evidence behind each one.

05

Recruiter interviews

Your team spends its time talking to the candidates who made it through the first screen.

See how Merit can fit into your screening workflow.

COMMON QUESTIONS

Questions recruiters usually ask.

Merit conducts an automated, conversational voice call tailored to your specific job parameters. It asks candidate-friendly screening questions, verifies past experience, availability, and expectations, and captures candidate answers as structured evidence.
Yes. Candidates can converse naturally in Hindi, Hinglish, English, and regional Indian languages. Merit understands natural conversational cadence and local phrasing without requiring candidates to adapt their speech.
No. For frontline, field sales, delivery, or telecalling roles where resumes are often sparse or absent, voice screening extracts the practical truth directly from the phone conversation.
Yes. Each role can have its own distinct qualification criteria, questions, shift requirements, and salary limits defined by your hiring team.
No. Merit replaces the repetitive, low-signal first outreach call. The actual in-depth hiring interview and final decision remain firmly in the hands of your recruiters.
Yes. You can import candidate phone lists directly into Merit via spreadsheet upload or direct integration to initiate screening campaigns immediately.
Merit works alongside your current ATS or spreadsheet workflow. Shortlists, structured notes, and audio evidence can sync back to your existing hiring system.
Pricing is structured around candidate screening volume and organizational hiring workflows rather than charging per recruiter seat. We review your candidate pipeline during the demo.