The biggest advantage for us is that candidates actually respond to TalkerIQ. Traditional methods like email and job portals often fall short for many frontline and mid-level positions in the US, but TalkerIQ connects with candidates through calls and SMS, making the process feel both natural and immediate. It handles the most repetitive aspects of my work—such as interview scheduling, confirmations, reminders, and basic screening questions—without making the experience seem impersonal or robotic.
Another aspect I appreciate is that it doesn’t require any engineering support. We were able to set it up quickly, customize the workflows ourselves, and integrate it with our calendars and internal tools. Once it’s up and running, it operates quietly in the background and just works.
From the candidate’s perspective, the voice used by TalkerIQ sounds professional and human, not like a spam bot, which was something I was initially concerned about.
On the downside, TalkerIQ isn’t a full ATS replacement, nor does it aim to be. However, this also means that workflows native to an ATS could be more robust. Since we rely heavily on our ATS, we’ve found that while integrations are available, some steps still require additional automation tools rather than being completely plug-and-play.
The reporting features are strong when it comes to conversations and activity, but as an HR user, I would appreciate more recruiting-specific insights—such as reasons for interview drop-off or scheduling success rates by role—without needing to export data.
Additionally, because TalkerIQ is usage-based, it’s important to monitor volume as hiring scales. This isn’t a major issue, but it is something to keep in mind when planning. Review collected by and hosted on G2.com.
It’s not a full ATS replacement, and it’s not trying to be one—but that also means ATS-native workflows could be deeper. We use an ATS heavily, and while integrations are possible, some steps require automation tools instead of being fully plug-and-play.
Reporting is solid for conversations and activity, but as an HR user, I’d love more recruiting-specific insights—like interview drop-off reasons or scheduling success by role—without having to export data.
Also, because it’s usage-based, you do need to keep an eye on volume as hiring scales. It’s not a dealbreaker, just something to plan for. Review collected by and hosted on G2.com.
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