One page to set up, launch and steer a campaign.
Everything below is what actually happens inside a live campaign — from defining the role to the report that lands in the hiring manager's inbox 24 hours later.
The 24-hour flow
Nine steps. Most run themselves once you've gone live.
Create
Name the role, client, location and channels. It's saved as a draft immediately.
Define the role
Must-haves and good-to-haves — these become both the application form and the screening rules.
Publish
A branded, no-login application page that works on any phone.
Load candidates
Upload a CSV or pull from the Eficaz ATS, with a declared consent basis.
Go live
Clear a six-point readiness checklist, then go live. The 24-hour clock starts.
Cascade
Automatic waves: WhatsApp first, then SMS, RCS and email. Each wave goes only to people who haven't applied yet.
AI calling
An AI recruiter calls the warm end of the pool in Hindi, English or Hinglish.
AI screening
Every application is gated and scored as it arrives. The recruiter works a review queue.
Deliver
Live dashboard, a shareable results link for the hiring manager, the final 24-hour report and a shortlist export.
One page per campaign, two tabs.
"Application" holds the questions and screening rules. "Campaign details" holds basics, branding, audience, calling and sending — with a live countdown to the close of the window.
Six-point launch checklist
Candidates in the pool, someone contactable, a channel connected, an approved template, the application page published, and terms accepted. Each check names its own fix.
A clear lifecycle
Planning, Ready, Live, Paused, Completed, Archived — always visible, never ambiguous.
Cascade strip, spend & reach
See where each channel is — and why nothing is sending when a wave is waiting out a gap rather than broken — alongside a spend meter and wave timeline.
Two campaign strategies — Standard and Fast.
Both are editable after the campaign is created. Unconnected channels are marked "not connected" and skipped, never left stalled in the queue.
| Standard (default) | Fast | |
|---|---|---|
| Channels | You choose. Starts as WhatsApp → SMS → Email | WhatsApp → RCS → SMS → Email |
| Gap between waves | You choose, 2 hours minimum | 45 minutes |
| Contacts per person per day | Up to 4 | Up to 6 |
| Sending window | 08:00–21:00 | 09:00–21:00 |
| AI screening tier | Basic | Advanced |
Fast is the setting that keeps the 24-hour promise even when a campaign launches late in the day — it asks for an explicit acknowledgement first, because six contacts a day is a lot. Messages carry the candidate's name, the role, the client, the location, a short apply link and a one-tap opt-out link.
The platform refuses to spam, send at night, or double-send.
No campaign setting can route around these. A refused wave is an answer, not an error — nothing sends, and the reason is written out in plain language.
- Quiet hours — no messages or calls outside the contact window
- A minimum gap between waves, so delivery results settle first
- A daily frequency cap per person
- One wave at a time — a duplicate wave is refused
- Only live campaigns send
- Crash-safe sending — an interrupted wave resumes, never re-contacts
- No duplicates and no phantom charges on a timed-out send
- A full breakdown per wave: sent, failed, unknown, skipped and why
- A real stop button — halts even a wave already going out
- Resume continues the same wave; nobody is contacted twice
Define the role once. It becomes the form, the rubric and the decision.
Role definition
- Must-haves are a gate — fail one and you're rejected with that exact reason, before any AI runs
- Good-to-haves are the score, never a rejection reason
- A blank answer routes to a recruiter — it's never treated as a "no"
- Six requirement types, including AI-judged qualitative good-to-haves
- One-click common questions: experience, notice period, licence class, languages, salary and more
- Questions and rules are saved together — the platform refuses a rule the form can't answer
Application page
- Mobile-first, no login, works on any phone
- Your brand, not ours — logo, hero banner, accent colour. A published page never shows the 1DayHiring logo
- Rich question types, including CV upload, voice note and video introductions
- Recording consent and the AI-screening disclosure are added automatically
- Preview as a candidate before publishing
- A confirmation with a reference number on submit
Bring the pool you already have, in the format you already have it.
CSV upload
Column names from Naukri, Monster, Indeed and common ATS exports are recognised automatically.
Preview first
See the inferred column mapping, every problem row, and who's contactable on which channel before anything saves.
Deduplication
Matched on phone, then email, and merged — re-importing an updated list is safe. Phone numbers are normalised automatically.
Eficaz ATS connectors
Pull candidates directly, filtered by job and pipeline status — "unable to connect," "call back," "not interested."
Every applicant screened in minutes — explainably, fairly, with a person making the final call.
Must-have gate
No AI and no cost. A fail is rejected with the requirement named.
AI scoring
CV, form answers, voice note, video and call transcript are scored against the good-to-haves. Each criterion gets 0–100 with written reasoning.
Recommendation
Shortlist, Hold or Reject — and the human decision always wins. Overrides are tracked as the AI's own quality measure.
Fairness rules on every call
Accent, dialect, name, gender, age, appearance, caste, religion, region, marital status, perceived confidence and call quality must never influence a score. Missing evidence scores a neutral 50 with the gap stated — a candidate without a video is never marked down for it. It routes to a recruiter when a signal fails to score, a rejection rests on one signal alone, or the result sits near a decision boundary.
Two tiers — Basic for volume CV and answer scoring, Advanced for video and borderline calls — both running on Anthropic's Claude models by default. Bring your own AI key if you'd rather: Anthropic or OpenAI, including Azure OpenAI and OpenRouter, chosen per campaign. Candidates never wait — screening runs in the background after they submit, and the review queue is ordered by uncertainty, so the cases the AI is least sure about come first.
An AI recruiter that calls in Hindi, English or Hinglish — within budget and within the law.
Voice AI powered by Bolna, behind a provider-neutral design so other voice vendors can plug in. It's opt-in per campaign, with a scope you choose: screen applicants, chase non-responders, or both. A hard minute budget stops calls when it runs out — minutes are reserved as each call starts, so parallel calls can't overrun it. Structured answers on interest, notice period, expected salary, location and language comfort flow straight into screening.
Compliance at platform level
- Every call opens by disclosing it's an AI
- Call consent is required; the do-not-call list overrides consent
- Quiet hours apply; the frequency cap counts across campaigns
- A round report shows who was called, skipped, and why
- Durable call records; transcripts are kept behind their own access
Know within hours which channel is working, what each applicant costs, and where people drop off.
Over 30 charts and tables across two dashboards.
Per-campaign Results
- RAG scorecard: reach, application and screen-pass rates, cost per person reached, per application, per shortlist
- Funnel and loss waterfall — exactly where people were lost
- Timing across the 24-hour window, with wave markers
- Channel performance, delivery and response rates
- Full delivery log — every message and what came back
Organisation-wide Results
- Totals strip across every campaign, plus "needs a look" alerts
- Trends: cost per application, spend, and channel mix over time
- Benchmarks, a yield leaderboard, failure rate by channel
- Best send-times heatmap, built from real application arrivals
- A card per campaign, with funnel, spend and cascade position
Honest numbers, by design
Rates over raw counts, and people rather than messages. A rate with no data shows "—," never a misleading 0%. Anomalies are flagged rather than hidden.
One link the hiring manager watches all day — and it becomes the final report.
A read-only results link, no login needed, revocable any time. It updates live and settles into a fixed report at the 24-hour mark. It's safe to forward: totals and rates only, no candidate names, contact details, buy prices or margins — and it explains who wasn't reached and why, before the client has to ask.
Shortlist export
- Three formats: a spreadsheet shaped by your own questions, plus both Eficaz ATS formats
- Shortlisted candidates only by default, using the human decision
- Protection against spreadsheet formula injection
- Restricted to roles allowed to take personal data out
Compliance isn't a footnote here.
DPDP consent and tenant isolation are enforced by the software. See exactly how.