For call centers and customer service operations
The only interview that predicts a call center hire is a call
Agent hiring fails in the first 90 days, and the cause is usually the same: the job on day one does not match the interview. Savvanta puts every candidate on a simulated customer call, with an AI customer that interrupts, objects and changes its mind, before you spend a cent on onboarding.
What early attrition actually costs
At 16.4% early attrition, hiring 100 agents means re-running 16 of those hires into a market where the average German vacancy takes 168 days to fill, at a modeled EUR 624 per unfilled day. The assessment that prevents five of those washouts pays for the whole program. Every figure above is a published German benchmark; the multiplication is ours and we label it a model.
A screen that is the job
- The live call. An AI customer with a problem, an objection and limited patience. One take, real time, with a visible signal that the candidate is being heard.
- Written follow-ups mirror the desk work: a case summary and a CRM entry.
- Grading quotes the call. De-escalation, accuracy and tone, each linked to a playable clip.
- Your team hears the evidence and decides. Nothing is auto-rejected.
Built for volume without burning candidates
softgarden's German candidate research found 58% of applicants have abandoned an application they were interested in, and 64.4% are deterred by complicated online forms. Volume screening only works if candidates finish it. Savvanta's flow is consent-first, mobile-capable, under 30 minutes for agent roles, with per-task receipts so nothing is lost on a flaky connection, and a status page with a dated answer, because Indeed's research says 62% of candidates are ready to ghost employers who leave them waiting.
The works council conversation
AI selection tooling in Germany touches co-determination: BetrVG paragraph 87(1) no. 6 covers technical systems capable of monitoring, and paragraph 95(2a) covers AI in selection guidelines. Savvanta is built to pass that review: candidates consent explicitly, monitoring targets the external applicant flow, every decision is made by a named human with a written reason, integrity observations never change scores automatically, and rejected-candidate data follows the six-month retention window aligned to AGG 15(4). We provide the documentation pack.
Method, not vibes
What actually predicts job performance (meta-analytic validity, r)
Listen to a sample assessment call, then hear your own top candidate handle one.
Listen to a sample callFrequently asked questions
Does the AI decide who gets hired?
No. It grades with quoted evidence; your team confirms every decision in writing. Automated rejection does not exist in the product.
Can we run it in German?
Yes, entirely, under your brand and domain. Which languages a role offers is your setting per role, and the whole assessment follows the candidate's choice.
How long does a candidate need?
Under 30 minutes for agent roles, on their own device, with an equipment check first so no attempt is lost to technology.
What about the works council?
AI selection tooling in Germany touches co-determination (BetrVG 87(1) no. 6 and 95(2a)). We provide a documentation pack for your Betriebsrat and Datenschutzbeauftragter covering capture scope, decision authority, retention and appeal path.
What does it cost?
Per candidate screened at volume tiers, or per successful hire. Both align cost to outcome, not seats.