Solving the screening time problem we lived every day at Link Hospitality
Ten years of bad interviews taught us this had to change
After more than ten years inside the hospitality industry, we kept seeing the same pattern repeat itself.
Candidates who looked great on paper showed up unprepared. Others were qualified but unreliable. Some never showed up at all. The few who were a real fit got buried under stacks of applications that nobody had time to screen properly.
HR teams worked overtime to interview people who weren't right for the role. Hiring managers chased down references for candidates who had already accepted other offers. Operations slowed down because every open position dragged on for weeks while the recruiting team drowned in low-signal conversations.
The pattern was clear. Hiring quality and hiring speed were both broken — and the people doing the work had no way to fix it.
Then we joined Link Hospitality and saw the problem at scale
Link Hospitality is one of the largest hospitality staffing operations in the United States. Based in Miami Beach and serving hotels, restaurants, and commercial spaces across Miami, Orlando, Tampa, Austin, Fort Lauderdale, West Palm Beach, and Naples, the company places thousands of workers every year.
The work is relentless. Hundreds of interviews a week. Multiple roles open across multiple cities at any given time. Recruiters speaking with candidates back-to-back from morning until evening, knowing that for every great hire there were dozens of conversations that went nowhere.
We watched the same problem we had lived for a decade now playing out at 100x the volume. The math didn't add up. There was no way for any HR team — no matter how skilled or how hard-working — to give every candidate the attention they deserved while still moving fast enough to keep operations running.
Something had to give. And the way the entire industry handled it was to accept the loss — long time-to-hire, missed great candidates, exhausted recruiters, expensive bad hires.
We refused to accept that.
What we built and why it works
HearTalent is an AI voice interview platform that screens candidates the way a great recruiter would — only faster, more consistent, and available around the clock.
Candidates receive a link. They talk to an AI interviewer in English or Spanish about their experience, availability, and fit for the role. The AI scores their responses on communication, experience, culture fit, and availability. The recruiter gets a full report with a ranked list, transcripts, and audio recordings — usually within seven minutes of the interview ending.
What used to take an HR team a full week now happens overnight. What used to drain a recruiter's bandwidth now becomes a focused decision: which of the top three candidates do I invite for the final conversation.
The technology is built on the same insight that drove us to start: hiring at scale doesn't have to mean compromising on quality. With the right tools, you can have both.
Built for hospitality. Designed for every industry hiring at volume.
HearTalent started in hospitality because that's where we lived the problem. But the problem isn't unique to hotels and restaurants.
Any HR team running high-volume hiring faces the same trade-off: speed versus quality, cost versus scale, recruiter time versus candidate experience.
Today HearTalent serves staffing agencies, retail operations, healthcare networks, customer service teams, and any company hiring more than 10 people a month. The platform is bilingual by default — every interview can run in English, Spanish, or both, giving access to talent pools that English-only screening shuts out.
If your team is interviewing 50 or more candidates a month, HearTalent gives those hours back to you.
Three commitments that guide everything we ship
Honesty with candidates. Every person who interviews with HearTalent gets a fair shot, clear instructions, and a respectful experience — whether they get hired or not. AI screening only works when candidates trust it.
Respect for recruiters. We don't replace HR teams. We give them back the time to do the work only humans can do — building relationships with the candidates who actually fit. The grunt work runs in the background. The judgment stays with people.
Excellence in every interview. The platform is built to score consistently, transparently, and without bias. Every candidate gets the same questions. Every response gets the same evaluation criteria. No bad days. No bias from the last interview. Just data you can trust to make better hiring decisions.
See it work on your real roles
The fastest way to understand HearTalent is to run a live interview yourself. Free plan, no credit card, no sales call. You'll see exactly what your candidates experience and what your team gets back.
