Built for inclusive, consistent candidate experience
Diversity hiring done well starts with two things: a wide, well-sourced top of funnel, and a candidate experience that’s fast and consistent for everyone. The Diversity Hiring snapshot is the capture, communication, and reporting layer that delivers both — running in front of your ATS, never replacing it.
- EEOC self-identification (configured, opt-in) — self-identification is an opt-in field on intake, kept separate from the working candidate record and used only in aggregate for reporting.
- AI chatbot + AI Recruiter Line intake — every applicant gets answered 24/7 across web, social, and inbound calls, so candidates aren’t lost to slow or inconsistent first contact.
- SMS automation + interview scheduling — confirmations, reminders, self-booking, and no-show recovery give every candidate the same responsive experience through the funnel; all TCPA opt-in with STOP handling on A2P 10DLC.
- Candidate re-engagement — strong candidates who didn’t convert this time are re-activated when matching roles open, keeping a diverse silver-medalist pool warm.
- Source-attribution reporting — track which channels (including diversity-focused job boards, associations, and HBCU/HSI partnerships) bring candidates in and how they convert, so you can invest where it works.
Where a consistent process helps
A lot of candidate drop-off in early stages is process, not fit: slow first replies, missed interview reminders, no follow-up after a near-miss. Those gaps hit hardest the candidates you most want to reach.
The snapshot closes them with fast, automated, consistent communication for every applicant — instant AI-driven first contact, reliable reminders, no-show recovery, and re-engagement — so candidates stay in the process for the right reasons. Review harvesting also asks placed candidates and satisfied clients for a Google review at the right moment.
Compliance for diversity programs
The snapshot ships with EEOC-aware intake and EEOC self-identification opt-in, configured separately from the working record and surfaced only in aggregate. FCRA-style consent is configured for any background-check workflow, and SMS runs on A2P 10DLC with TCPA opt-in and STOP handling. Everything here is configured and built in — kept light, and it sits alongside the ATS that remains your system of record.
How it fits your stack
For diversity hiring teams, this works as a layer on top of your existing ATS (in-house teams) or as the front-office engine for agencies running diversity-focused searches. Clean capture, consistent candidate communication, and source reporting that turns “we care about diversity” into something you can actually measure and improve.