An aerospace & engineering contract staffing firm texted 1,187 machinists from its own database. In the first week, 18 asked to be put forward for a specific job, and 7 of the 13 candidates recruiters submitted to the client had talked to TalentPrism first.
A practical four-part framework for deciding what staffing AI may do, where people remain accountable, and how to tell whether the workflow actually helped.
Practical interview reminder SMS templates that give candidates the details they need and give recruiters a clear confirmation signal.
Two months of real chatbot and voice bot usage from a national staffing firm running shipyard and aerospace campaigns — 27,000+ outreach messages, 370+ chat and voice conversations, and measurable pipeline influence on real submittals and hires.
A national aerospace staffing firm used TalentPrism to reach 6,089 dormant candidates across three aircraft assembler campaigns. The result: 267 positive-interest candidates, 394 job alert subscribers, 93 qualified leads, and clear downstream activity tied to submitted and hired candidates.
Twenty practical recruiting SMS templates, plus guidance on personalization, consent, follow-up, and turning candidate replies into useful recruiter context.
How a national aerospace and defense staffing firm used TalentPrism to automate candidate engagement, reach 63% positive interest, and keep a warm pipeline with minimal recruiter intervention.
Discover how TalentPrism’s AI conversation workflow helps candidates apply around the clock — collecting voice recordings, structured profiles, and ranked results without a single recruiter lifting a finger.
Your ATS is probably sitting on a goldmine. Thousands of candidates. Verified contact info. Past interviews. Skill assessments. Work history. All just… sitting there. The average staffing agency has 70% of their database dormant—candidates who haven’t engaged in 90+ days. Some agencies are sitting on databases with a 3-year-old average last contact date. That’s not a database. That’s a cemetery. But here’s the thing: those “dead” candidates aren’t actually dead. They took other jobs. They moved. They forgot you existed. They got tired of recruiter spam. ...
Email open rates for recruiting hover around 20%. SMS? Over 90%. For staffing agencies working with welders, electricians, and skilled trades, the numbers tell a clear story.