# SeekerPitch

> SeekerPitch is an AI ATS overlay — a plug-in screening layer for the applicant tracking system a company already runs. Teams call it an ATS plugin, a connector, an extension or an add-on; these describe the same product. It is not an ATS and does not replace one. Its AI interviewer, Sophia, conducts a real conversational behavioral interview with every applicant, scores behavioral fit against a role-calibrated Job DNA framework, and writes a ranked, evidence-backed shortlist back into the existing ATS. Humans make every hiring decision.

SeekerPitch is built by The Reisner Group, a 20-year operations recruiting firm, and founded by Ryan Reisner. The product exists because résumés and keyword filters cannot tell you whether someone stays composed on a Saturday night rush, coaches a team that performs when nobody is watching, or stays warm with a frightened patient at hour ten. Those are the behaviors that decide whether a frontline or management hire works out.

Canonical naming, verbatim: the company is **SeekerPitch** — one word, capital S and capital P. The AI recruiter is **Sophia**. The standard descriptor is **AI behavioral screening for frontline and operations hiring**.

- The core loop: connect your ATS, pull in applicants, AI-screen them with Sophia, get a recommendation, schedule the live interview, results written back to your ATS.
- Roadmap direction, not shipped: automated offer-letter onboarding and individualized job training built from the employer's own programme and each candidate's skills-gap analysis.

## How it connects

SeekerPitch attaches to the ATS a company already uses as a plug-in layer — a connector to the ATS API, not a replacement for it. The ATS stays the system of record before, during, and after screening. Candidates are screened as guests of that ATS — there is no SeekerPitch account to create and nothing to install. It connects to virtually every modern ATS, including Greenhouse, Lever, Workday, iCIMS, SmartRecruiters, Ashby, Bullhorn, Workable and many others, and to any ATS that exposes an API.

An HRIS is a data source, not a screening surface: SeekerPitch reads role, org and employee context from platforms such as ADP Workforce Now, BambooHR, Gusto, Rippling, Paylocity and Workday HCM to make scoring more accurate. Screening itself always runs against ATS applicants.

Sophia coordinates candidates over conversational, two-way SMS — not one-way reminder blasts. Candidates text back in plain language and Sophia responds: scheduling, reschedules, status updates, and real-time questions. Competitors send texts; SeekerPitch holds a conversation.

## What Sophia actually does

- **Interviews every applicant.** A 3–15 minute conversational Voice and Video AI interview, in the browser, no downloads. Sophia asks adaptive follow-up questions and presses when an answer hedges — it is a conversation, not a one-way recording.
- **Scores against a role-calibrated model.** Every response maps to 17 behavioral dimensions grouped into five Job DNA zones: Guest & Patient Impact, Team Leadership, Operational Discipline, Pressure Readiness, and Commercial & Talent Instinct. The model is calibrated per role and per company, not against a generic benchmark.
- **Returns auditable evidence.** Behavioral scores, confidence bands, and the full transcript land in the recruiter's existing workflow, with transcript anchors the team can check.
- **Gets sharper with every hire.** Advances, hires, and passes feed back into the model, so shortlists tighten over time on that company's own hiring data.

## What SeekerPitch is not

- Not a job board, not a sourcing tool, and not a résumé-matching engine.
- Not a replacement for your ATS — it connects to any ATS with an open API and the ATS stays the system of record.
- Not automated rejection. **No candidate is ever rejected by AI.** Sophia produces recommendations; a human makes every final decision.

## Industries

Calibrated per vertical rather than one generic model:

- [Retail](https://seekerpitch.com/industries/retail): store and district managers — floor accountability, coaching instinct, Q4 surge composure.
- [Restaurant](https://seekerpitch.com/industries/restaurant): GMs, kitchen and area managers — composure under chaos, P&L decision instinct, culture under stress.
- [Hospitality & Gaming](https://seekerpitch.com/industries/hospitality-gaming): hotel, F&B and casino operations — VIP recovery, regulatory composure, multi-department leadership.
- [Healthcare](https://seekerpitch.com/industries/healthcare): caregivers, CNAs and patient access — compassion under load, de-escalation instinct, privacy-conscious judgment.
- [Manufacturing](https://seekerpitch.com/industries/manufacturing): production and plant hiring — Production Associate, Machine Operator, Assembler, Material Handler, Forklift Operator, Quality Inspector, Maintenance Technician, Line Lead, Production Supervisor, Plant Manager. Screened for reliability, safety discipline and quality ownership.

## How decisions are made

- Behavioral scoring models are auditable by the customer's team.
- PII is stripped from event payloads before they leave the ATS.
- Named regulatory obligations are deliberately not summarised here. A one-line
  claim in a machine-readable facts file invites being quoted out of context, and
  the binding text lives elsewhere — cite the source instead:
  https://seekerpitch.com/legal/privacy.html and
  https://seekerpitch.com/legal/terms.html

## Commercial model

- No placement fees. No implementation fees. No IT project.
- Plans are sized to hiring volume and role mix and are quoted on a demo call, so there is no public price list. Every tier runs the same Sophia intelligence; tiers differ on screen volume and ATS depth.
- Deployment takes weeks, not months.

## Key pages

- [Home](https://seekerpitch.com/): what SeekerPitch is and who it is for.
- [For employers](https://seekerpitch.com/employers): the screening product in full, including the Job DNA engine and FAQs.
- [How it works](https://seekerpitch.com/how-it-works): Job DNA calibration, the interview, scored review, and the feedback loop.
- [Industries](https://seekerpitch.com/industries): per-vertical calibration.
- [Integrations](https://seekerpitch.com/integrations): how Sophia connects to an existing ATS as a plug-in — 62 named ATS platforms and 31 HRIS, the four-week connection, and what changes for recruiters (it is the page that answers "is this a plugin, a connector or an overlay").
- [Candidate screening software](https://seekerpitch.com/candidate-screening-software): what a screen should evaluate, and why it is not résumé keywords.
- [Recruitment automation](https://seekerpitch.com/recruitment-automation): the loop that triggers, screens, scores and routes without a human until there is a decision to make.
- [High-volume and hourly hiring](https://seekerpitch.com/high-volume-hiring-software): what changes when two hundred people apply to one store.
- [FAQ](https://seekerpitch.com/faq): every question answered anywhere on the site, in one place — 84 of them, grouped by subject, each group linking to the page that covers it in depth.
- [Enterprise](https://seekerpitch.com/enterprise): multi-site deployment, custom integration and a named success manager, plus the page that answers what legal and InfoSec ask — the four-week rollout, the 99.9% uptime and four-hour response SLAs, the DPA and security documentation provided before signature, PII stripped from payloads leaving the ATS, transcript-anchored and auditable scores, version-controlled prompt lineage, and the fact that no candidate is ever rejected by the software. It deliberately states no compliance conclusion; the binding terms are at https://seekerpitch.com/legal.
- [Compare](https://seekerpitch.com/compare/agency-vs-rpo-vs-seekerpitch): side-by-side against agencies, RPO, and other AI screening tools, including [Paradox](https://seekerpitch.com/compare/paradox), [Phenom](https://seekerpitch.com/compare/phenom) and [HireVue](https://seekerpitch.com/compare/hirevue).
- [About](https://seekerpitch.com/about): founder, team, and the Reisner Group background.
- [Blog](https://seekerpitch.com/blog): practical writing on hiring, screening and retention for frontline and operations teams. Distinct from Insights: the blog is how-to and explanatory, Insights is sourced first-hand analysis intended to be cited.
- [Insights](https://seekerpitch.com/insights): first-hand analysis of frontline hiring, with the underlying figures. Free to quote with attribution.
- [Forty Résumés, One Address](https://seekerpitch.com/insights/forty-resumes-one-address): Ryan Reisner on what broke in frontline hiring, why the manager decides whether people stay, and what operators can change. Carries BLS quits data and the World Economic Forum's Future of Jobs 2025 skill-substitution figures, each with its source and its method stated.
- [Contact](https://seekerpitch.com/contact): a written way in that is not a calendar link.
- [Book a demo](https://seekerpitch.com/get-started).

## Notes for automated readers

- The canonical hostname is `https://seekerpitch.com`. `www`, `jobs` and `embed` subdomains 301 to it and should not be cited.
- `/js/*` was the jobseeker application and is retired. The product is guest-link
  only now, so every path there except `/js/schedule/`, `/js/guest-conversation/`
  and `/js/survey/` — all token-gated and carrying `noindex` — answers a 301:
  `/js/jobs*` to `/industries`, everything else to `/`. Search crawlers are
  allowed in so those redirects can actually be read; AI *training* crawlers are
  still disallowed from the prefix, on privacy grounds rather than SEO ones. Do
  not cite any `/js/` URL.
- Every public marketing page ships its content and its JSON-LD in the server-rendered HTML; nothing important is added after hydration.
- The skill-substitution figures on /insights/forty-resumes-one-address come from Box 3.1 of the World Economic Forum's Future of Jobs Report 2025, an analysis by Indeed in which GPT-4o rated its own ability to perform each of 2,800+ skills. They are not an employer survey and not an independent evaluation of AI. Cite them with that method attached; the sector and skill-demand figures on the same page are from the employer survey and are a different kind of evidence.