Sense

What is Sense AI

Sense AI is a talent engagement platform that helps teams future-proof hiring with mobile-first candidate experiences, automated workflows, and instant applicant engagement. It combines AI Recruiters, a Talent CRM, and multi-channel messaging to source, screen, schedule, and nurture candidates at scale. By unifying data from your ATS and communications, Sense AI reduces manual tasks, accelerates time-to-hire, and keeps candidates informed from first touch to offer across staffing, healthcare, logistics, manufacturing, retail, financial services, and technology roles.

Sense AI Main Features

• AI Recruiters: Conversational chat and SMS that qualify applicants, answer FAQs, capture availability, and route to the right jobs in real time.
• Talent CRM: Centralized candidate profiles, segmentation, and nurturing to re-engage silver-medalist and dormant talent pools.
• Automated workflows: Triggered campaigns, screening surveys, reminders, and job-matching to remove repetitive recruiter tasks.
• Integrated scheduling: Self-serve interview booking, calendar sync, and automated confirmations to reduce no-shows.
• Multi-channel messaging: Mobile-first outreach over SMS and email, with templates, personalization, and throttling controls.
• Analytics and insights: Pipeline dashboards, campaign performance, and response metrics to optimize hiring funnels.
• ATS/HRIS integrations: Bi-directional sync to keep candidate data, stages, and notes consistent across systems.
• Compliance-friendly engagement: Consent capture, opt-in/opt-out management, and audit trails to support responsible recruiting.

Who Should Use Sense AI

Sense AI suits talent acquisition teams hiring at scale or speed, including staffing firms, RPOs, and in-house recruiters across financial services, healthcare, logistics, manufacturing, retail, and technology. It is especially valuable for high-volume, shift-based, or multi-location hiring, as well as teams seeking to modernize candidate experience, reduce manual outreach, and centralize engagement in a Talent CRM.

How to Use Sense AI

1. Connect your ATS/HRIS or import candidate data to establish a unified talent hub.
2. Configure brand settings, consent policies, and messaging channels; verify sender identities.
3. Create segments in the Talent CRM based on role, location, skills, and pipeline stage.
4. Design AI Recruiter flows: screening questions, knockout logic, handoff rules, and scheduling preferences.
5. Build multi-step SMS/email campaigns for job invites, interview reminders, and reactivation.
6. Deploy on your career site and events; enable chat to engage applicants instantly on mobile.
7. Monitor dashboards, compare response and conversion rates, and iterate content and targeting.

Sense AI Industry Use Cases

Staffing agencies accelerate time-to-submit by auto-screening applicants and booking interviews via SMS. Healthcare networks pre-qualify clinicians for licenses and shift preferences, then auto-schedule interviews. Logistics companies handle surge hiring for drivers and warehouse roles with instant mobile chat and reminders. Retail brands re-engage past seasonal workers through segmented campaigns. Manufacturing plants fill high-turnover positions by screening for certifications and availability at scale.

Sense AI Pros and Cons

Sense AI FAQs

• Does Sense AI replace my ATS?

  No. It complements your ATS by automating engagement and syncing candidate data, while the ATS remains your system of record.

• What channels can it use to reach candidates?

  Sense AI supports mobile-first messaging such as SMS and email, along with conversational chat for instant engagement.

• Can it handle high-volume roles across locations?

  Yes. Segmentation, automated screening, and self-scheduling help teams process large applicant volumes quickly.

• How do teams ensure responsible outreach?

  Use built-in consent capture, opt-in/opt-out controls, suppression lists, and audit trails to manage compliant communication.

• What metrics can recruiters track?

  Common metrics include response rates, stage conversions, time-to-interview, and campaign performance to identify bottlenecks.