The best hires start with a real conversation, not a better filter
Achilles screens every applicant by text and phone the moment they apply. In their language. On their schedule. It updates your ATS stages automatically, automates the process even if you don’t have an ATS, and gives your managers a single portal where they just review the top candidates and schedule the interview.
in 30 days
screen
to hire
to live
Right now: Frontline turnover runs 60 to 80% annually across hospitality, manufacturing, and logistics. Half of hourly candidates accept the first employer who responds. Every open day costs you candidates, margin, and productivity.
Free proof of concept. See real results before you commit.
We build everything. Your team’s lift is a few conversations.
One customer: 29 locations live in 7 days. Not 6 months.
Trusted by teams hiring at scale across hospitality and manufacturing
Paséa Hotel & Spa
Hyatt
Trail King Industries
DwyerOmega
Journey Construction
Lunchtime Solutions
Vollrath Manufacturing
Super Products
RigUp
Premium Waters
Better hiring starts with reaching candidates first and going deeper than a resume.
Most frontline candidates can’t put their best qualities on paper. They’ve done great work across multiple crews, built real skills through hobbies, or have flexibility that never shows up in a form. And if your first contact takes days instead of minutes, the best ones are already gone.
Achilles talks to every single applicant the moment they apply. By text. Then by phone. In their language. 24/7. Not a chatbot. A real, role-specific conversation that digs deeper than any resume review could, uncovers hidden qualifications, and gives every candidate a respectful experience regardless of the outcome.
The result: you reach more people, go deeper on every one of them, and your managers only spend time on candidates who actually deserve the interview.
Text in their language
English, Spanish, and more. No app. No account. Just a text.
Real phone screen
4 to 7 min for hourly. 12 to 20 for leadership. Role-specific questions.
Interview scheduled
Qualified candidates get booked automatically. Reminders and follow-ups handled.
Never sleeps
Your best candidates apply at 11pm. They get a response that night.
faster candidate response via text vs. email
of candidates abandon long or complex applications
of screened-out candidates receive no response at all
of text messages are read within 3 minutes
Sources: Aptitude Research, ERE, LiveCareer, Twilio. Benchmarks reflect industry data, not Achilles customer results.
Three people a resume would have eliminated. All three were hired.
These aren’t hypothetical. These are real candidates at real companies using Achilles. A conversation changed the outcome for each one.
The Electrician
The Assembler
The Salary DQ
“I was going through resumes for a Flex job. The work history disqualified the candidate. I checked his interview summary and Sam did his job. Dug deep and asked the right questions. He was qualified. Not for work history but for his hobbies. He works on small appliances and motherboards for fun! We would have automatically dismissed him if Sam hadn’t figured it out.”
Kendra, Recruiting Team · DwyerOmega · Manufacturing
Even if your hiring process works, how many great candidates is it missing?
Your team is doing a good job. Nobody is questioning that. But when you screen hundreds of applicants a week manually, some people fall through the cracks. Not because your team made a mistake. Because the process doesn’t have the capacity to give every candidate a real conversation.
The candidates in the stories above? Every one of them would have been auto-disqualified by a standard process. Not because the team was careless. Because there wasn’t time or bandwidth to dig deeper on every single applicant.
Achilles doesn’t replace your team. It gives every candidate the same quality conversation your best interviewer would, so your team only spends time on the people who actually deserve it.
You’re losing candidates to speed, not quality.
50% of frontline candidates accept the first employer to respond. If your first contact takes 3 days, you’re already second.
Good candidates can’t always write a good resume.
The best welders, housekeepers, and line cooks don’t have polished resumes. They have stories. A conversation surfaces what a form never will.
Your managers are spending hours on recruiting admin instead of operations.
Every hour a GM spends screening applicants is an hour not spent on guest experience, production, or their team.
You’re not measuring what you’re missing.
You know who you hired. You don’t know who you lost because they never got a call back in time, or because a filter removed them before anyone looked.
Hear it from the teams using Achilles every day
Hospitality operators. Manufacturing leaders. Real numbers.
Our managers don’t even log into Dayforce anymore. They use the Achilles portal for all things recruiting. It gave hiring managers the ability to automate most of their hiring process and focus on running their operations.
Hospitality
Achilles has been great. Candidates seem to really like the AI process, and it’s been especially amazing with our Spanish-speaking applicants. Our hiring managers absolutely love getting the report before interviewing applicants. We’re done with paper applications too.
Manufacturing
I was going through resumes for a Flex job. The work history disqualified the candidate. I checked his interview summary and Sam did his job. Dug deep and asked the right questions. He was qualified. Not for work history but for his hobbies. We would have automatically dismissed him if Sam hadn’t figured it out.
Manufacturing
Start a free pilot. Results in the first week.
We build everything. Your team’s lift is a few conversations. No contract required.
Your competitors are already responding in minutes. Are you?
Start with a free pilot. We build everything. See results in the first week. No contract. No risk.
What changes when Achilles is running
Before Achilles
After Achilles
However you hire today, Achilles fits
Whether you track candidates in a spreadsheet or run everything through an enterprise ATS, Achilles adapts to your workflow. Not the other way around.
Connect to any ATS
Dayforce, Workday, UKG, iCIMS, ADP, Paycor, BambooHR, Oracle, SAP, Lever, Greenhouse, and more. Full bidirectional sync.
Or work standalone
No ATS? No problem. Use the Achilles portal as your entire recruiting hub. Track, screen, schedule, and hire from one place.
Built in job board
Need a place to post roles? Achilles includes a job board you can stand up immediately. No third party tools required to start collecting applicants.
Your questions, your criteria
Different screening criteria for every role. Housekeeping gets different questions than a Director of Engineering. You control what gets asked.
One portal, everything in sync
Text candidates, call them, schedule interviews, read transcripts, review summaries. All from one dashboard. No jumping between tools.
Multilingual by default
Candidates are engaged in the language they prefer. English, Spanish, and more. No app downloads. No forms. Just a conversation.
Best-in-class customer service
Dedicated account manager from day one. Ongoing training. Direct Slack and phone support. We are a partner, not just a vendor.
Live in 7 days. Not 6 months. And we do the heavy lifting.
No IT project. No migration. No reconfiguring your ATS. Achilles layers on top of what you already use and starts screening candidates immediately.
We took a 29 location operation from kickoff to fully live in 7 days. Every property configured. Every role customized. The hiring team’s total time investment? A handful of conversations with our team to share their screening criteria and preferences. We built the rest.
Free Pilot. Zero Risk.
Start with one location or one role. See results in the first week. Expand when you’re ready. There is no contract required to prove it works.
Day 1: A few conversations
You tell us your roles, your screening criteria, and your scheduling preferences. We handle all configuration.
Days 2 to 4: We build everything
ATS connected. Screening flows configured. Portal set up. Your team doesn’t lift a finger.
Days 5 to 6: Quick team walkthrough
30 minute portal walkthrough with hiring managers. They see pre-screened candidates already flowing in.
Day 7: Live and running
Candidates being screened automatically. Managers reviewing summaries and scheduling interviews. Done.
Works with your systems. Strengthens your compliance.
No migration. No disruption. Everything flows back to your ATS automatically. Both directions.
Workday
UKG / UltiPro
iCIMS
ADP
Paycor
Oracle
BambooHR
Greenhouse
SAP
Lever
+ More ATS’s
Bidirectional ATS sync
Transcripts, summaries, scores, and stage movements write back automatically. No manual data entry. No duplicate work.
Every interaction logged
Full transcripts and structured candidate summaries attached to every record. Auditable. Consistent. Defensible.
Standardized screening
Every candidate goes through the same structured process across all locations. Strengthens your EEOC posture.
What we hear most before teams try Achilles
Every day you wait, candidates are choosing faster employers.
We’ll set up a free pilot with your roles, your ATS, and your screening criteria. You’ll see real results within the first week. No contract required.
Our team handles all setup. Your total time investment: a few conversations.