Gia calls within 3 minutes of application.

Gia introduces itself as Gigin's recruiting assistant calling on behalf of your company. It explains the purpose of the call — to conduct a brief structured assessment for the role the candidate applied for. The questions are role-specific, built from your job brief. Gia does not pretend to be a human — it is transparent about being an AI assistant throughout the call.

Gia sends an automatic follow-up via SMS and email — letting the candidate know Gia tried to reach them and offering a callback link or a scheduled call window. Most candidates who missed the first call respond within the follow-up window. If they do not respond after the follow-up sequence, they are moved to a 'not reached' status in the pipeline.

Yes. Each role type has its own question set — configured by the recruiter from the job brief. The GIA Loops feature lets you build different question sets for different role types. Question sets can be reviewed and adjusted between roles of the same type.

Gia currently conducts assessments in English. For roles where bilingual or non-English-speaking candidates are expected, the assessment criteria should be adjusted to account for this, and Gia's availability screen can be used to confirm language requirements.

Gia's call quality is designed to reflect your company's brand positively. The opening is professional and clear. The questions are structured and specific. The close sets expectations. Candidates who have experienced Gia's call generally report it as more organised and respectful of their time than an unstructured recruiter screening call. The strongest evidence is the Experience Gia page — run the demo yourself and hear the call quality before deciding.

Yes. Every assessment call is recorded and transcribed. The recruiter can listen to the full call or read the transcript from the candidate's workspace in the Hiring Suite. This is also used to audit Gia's performance and refine the question set over time.

Gia's shortlist recommendation is always a starting point, not a final decision. The recruiter reviews every shortlist and can override Gia's recommendation for any candidate. If a pattern of incorrect scoring emerges, the recruiter adjusts the criteria weighting in the role configuration and Gia applies the updated criteria going forward.

Gia does not ask questions that are prohibited under EEOC guidelines — age, religion, national origin, disability status, family status, or other protected characteristics. The question sets are configured from role criteria only. The assessment framework is configurable and can be reviewed by your legal or HR team before deployment.

Three things. First, speed — Gia calls within 3 minutes; a recruiter typically calls within 24–48 hours, if at all. Second, consistency — Gia asks every candidate the same questions in the same order with the same scoring rubric; recruiter screens vary by call. Third, scale — Gia can assess every applicant regardless of volume; recruiters prioritise a subset. The tradeoff is that Gia's assessment is structured but not conversational — it captures what the recruiter needs to decide, not the full relationship-building work that a recruiter does in a later interview.