Talk Society
for Business
Talk Society / for Business
Put AI voice to work.
Grace hires and trains your people, by phone. She interviews applicants when they call, onboards the ones you pick, and checks in with your team every week. People make the decisions.
Tell her what you're hiring for and what's hard about it. She'll show you what she does for that — interviewing you for the role, if you want to hear it — and text you the sign-up link on the call. Pick a plan, and your console opens.
How it works
Put her number on the job ad. That's the whole application.
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You give Grace the role
Tell her about the job in a ten-minute call — what it actually involves, what a great hire looks like, what rules somebody out, what applicants always ask. That call sets up your interview line. You review everything on the web before it goes live.
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Applicants call when it suits them
No form, no app, no scheduling. They dial the number on your ad at any hour and Grace interviews them on the spot for about twenty minutes — after telling them she's an AI and asking whether she may record.
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You read the scorecard and decide
Within minutes: a score, a recommendation, and the applicant's own words as the evidence for every point. You advance, hold or decline. Grace never does.
Let AI conduct the interviews
100
30-minute interviews
= 50
hours of interviewer time
Less time conducting interviews. More time coaching your team and growing the business.
Your team reads the notes and makes the hiring decisions. Grace does the part that used to eat the week: the first thirty minutes with every applicant who calls.
Illustrative workload, not 50 hours saved. Allow for reviewing scorecards, setup, exceptions and the cost of the service in any actual savings estimate.
What you actually get
A scorecard in the applicant's own words — and an honest note when a question wasn't asked.
Every point Grace scores has to quote something the applicant actually said. If she can't find the words, that point scores nothing. A model that has spent half an hour in a warm conversation doesn't get to award the number — the score is added up from the evidence.
And when Grace skips a question, the scorecard says so. A skipped question is a gap in the interview, not a mark against the person — so it's left out of the score and named on the card, and a card with a gap can never read advance on its own.
You also see how she ran the call: how much of it she talked, whether she said who she was, and whether she asked about recording before collecting anything.
Example scorecard · illustrative, not a real applicant
Role: Caregiver, nights · a home care agency
| Hands-on experience | 8 — “I looked after my father-in-law for three years after his stroke — the transfers, the meals, the nights he didn't know where he was.” |
|---|---|
| A hard moment, handled | 7 — “She wouldn't take the tablets. I stopped pushing, made her a tea, and we tried again twenty minutes later.” |
| Reliability | 6 — “I was late twice in a year at the care home, both times the bus. I told them the night before when I could.” |
| Availability | 8 — “Nights are actually better for me. My sister has the kids from seven.” |
| Why this work | not asked — Grace never got to it. A gap in the interview, not the candidate. |
Summary, concerns, contradictions and the questions the applicant asked that Grace couldn't answer sit beneath this, with the transcript and the audio.
One line, three calls
Hire. Onboard. Train. Keep your team connected.
Candidate interviews
A structured, past-behaviour interview built around your role: an honest preview of the job first, then what they've actually done, followed up until she has a name, a number or a date. Twenty to thirty minutes. Available now.
Employee onboarding, product knowledge and sales practice
The people you pick ring the same number for a twenty-minute onboarding call: what the job is like, who your customer is, the lines nobody crosses — and a practice run, where Grace plays the customer and then steps out of character to coach. Existing staff can take it too.
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Weekly team check-ins
A short working call each week: last week's commitment read back, what happened, the objections they heard in the customer's own words, one commitment for next week. You get a Monday digest.
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Partner and ambassador programmes
The same interview and onboarding for the people who refer or resell for you, with the rules of your programme built into the call.
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What Grace learns
After a batch of calls she shows you the questions applicants keep asking that nobody answers, and the objections your new hires keep losing — and she uses the fixes from the next call on.
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One number for everything
Applicants and staff ring one number for everything, and Grace texts them what happens next. Nobody installs anything.
Interviews are available first. Onboarding calls and weekly check-ins follow for early customers.
Efficiency with AI
Efficiency is what makes growth sustainable.
15%
more customer issues resolved per hour, with AI assistance.
Average in a study of 5,172 customer-support agents · Quarterly Journal of Economics, 2025 (doi.org/10.1093/qje/qjae044). External research on AI-assisted human agents — not autonomous voice AI, and not a Talk Society result.
Why Grace interviews the way she does
| Structured interviews predict job performance at about .42 — roughly double an unstructured chat. | So every applicant gets the same questions, in the same order, scored the same way. (U.S. Office of Personnel Management, “Structured interviews”, opm.gov) |
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| “Tell me about a time you…” beats “what would you do?” — .63 against .47. | So Grace asks for things that actually happened and follows up until she has a name, a number or a date. (Taylor & Small, 2002, meta-analysis of past-behaviour vs situational questions, with anchored rating scales) |
| A structured telephone interview performs about as well as one face to face. | So a phone call isn't a compromise here. (“Predictive validity of a behavioral interview technique”, Marketing Management Journal) |
| An honest, spoken preview of the job reduces early turnover. | So the hard parts of the job are said out loud in the first minutes, before anyone invests. (Phillips, 1998, meta-analysis of realistic job previews, Academy of Management Journal) |
These are published findings about interview methods in general, cited so you can check them. They are not measurements of Grace.
Built for phone-first hiring
Made for the businesses whose applicants live on the phone.
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Home care agencies
Caregivers apply from their phones and often can't make a booked slot. Put the number on the ad and the ones who are serious ring it — nights, weekends, on the bus.
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Sales teams
Insurance agencies, brokerages, home services: people who sell to people they know. Grace asks who they can actually reach and whether they've asked anyone to buy anything — then onboards them and checks in every week.
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Staffing and recruiting agencies
A first interview for every applicant on every open order, the same evening they apply, with the notes your recruiter would have taken.
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Anyone hiring for a role you can explain in ten minutes
If you can describe the job to Grace, she can interview for it. You'll hear what your applicants will hear before a single one calls.
Pricing
From $149 a month — or $8 an interview, no subscription.
Published plans, sign up and pay on the web, cancel any time. Onboarding calls and weekly check-ins on the Growth and Sales Team plans.
Getting started
Sign up, then set the role up with Grace.
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Sign up and pick a plan
On the web, in two minutes, paid by card. Your console opens the moment it clears. Or call Grace first and she'll text you the link.
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Set the role up with her
Talk to Grace in your console — she sees your screen — or ring her from your mobile. Tell her the job; upload a job description if you have one. She drafts the interview; you read it, change anything, and open the line.
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Put the number on your ad
“To apply, call any time and tell Grace you're calling about the … job.” The first scorecard usually arrives the same day.
Questions
The things people ask first.
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Is Grace a person?
No. Grace is an AI voice and text persona. She says so in the first minute of every call, and she says so again if anyone asks.
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Who decides whether someone is hired?
A person on your team. Grace scores and recommends; she cannot reject or hire anyone, and there is no setting that lets her. Every decision is recorded with the name of the person who made it.
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What if an applicant would rather talk to a person?
They say so. Grace ends the call politely, and you're told they asked. That call isn't counted or billed.
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Are the calls recorded?
Only kept if the applicant agrees. The line records from the moment it connects so the question and the answer are on it; Grace waits for the answer before she asks anything else, and a no deletes the call. Recordings and transcripts are kept for 180 days by default, and you can set that per company. Anyone can ask for their data to be deleted.
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Do I need to connect my job board or ATS?
No. The number on the ad is the application. You get notified in Slack, by email, by text or by webhook, and everything is readable over the API. Deeper integrations are arranged with the team.
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What does it cost?
From $149 a month, or $8 per completed interview with no subscription. Screening calls, and calls where someone asks for a person, are never billed. Full pricing.
Hear her for yourself
The demo is a phone call.
Tell her what you're hiring for and what's hard about it. She'll show you what she does for that — interviewing you for the role, if you want to hear it — and text you the sign-up link on the call. Pick a plan, and your console opens.