More placements. Less chasing.
Talvin runs the screening calls, so your recruiters spend the week placing rather than qualifying. Candidates are interviewed within hours of applying, and you submit before your competitors have finished scheduling.
Recruitment is a race, and screening is where you lose it.
You rarely lose a placement because you found the wrong candidate. You lose it because someone else submitted first, while your recruiters were still working through a list of first-round calls.
What changes when screening stops being manual.
The work that fills a recruiter's day and doesn't earn a fee.
Four jobs come off the desk on day one. None of them is the conversation that wins the placement.
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Run the numbers with your own average fee.
For most agencies the calculation is short. Take your average placement fee, and work out how many additional placements per recruiter per month it would take to cover the subscription. For the overwhelming majority of desks, the answer is well under one.
The gain is not that screening becomes cheaper. It is that the hours your recruiters currently spend qualifying candidates become hours spent on the two activities that actually generate revenue — filling more roles, and winning more clients.
Speed compounds that. When a candidate is interviewed the same day they apply, you submit into a client's shortlist while competing agencies are still arranging calls. Given 42% of candidates take the offer from whoever moves fastest, submission speed is not an efficiency metric — it is a win-rate metric.
Agencies using Talvin report around 40% more placements per recruiter within three months.
Thirty minutes with the founder.
Agency owners generally want to talk to someone who has built something, not a scripted sales rep. Book directly with Newan Vinthusa, Talvin's founder, and bring a live role you are struggling to fill.
Book your demoWhy agencies choose Talvin
What this looks like in practice.
Questions from agency owners
The eight that come up on almost every founder call.
Will candidates think it's impersonal?
Less than most owners expect, and the comparison worth making is not against your best recruiter on a good day — it is against what actually happens to most applicants.
In a busy agency, the majority of candidates who apply never get a conversation at all. They send a CV and hear nothing. Being interviewed within hours of applying, and getting a decision quickly, compares favourably to silence.
Candidates rate the experience 4.3 out of 5, collected after every completed interview rather than sampled. Sally responds to what they say rather than reading a fixed list, so it reads as a conversation rather than a form.
Where the personal touch genuinely matters — the shortlist conversation, the offer, managing a candidate through a client's process — your recruiters are still doing that work. They simply arrive at it with a stronger shortlist and more time.
Do we lose control of the candidate relationship?
No. Talvin runs the qualifying stage, not the relationship.
The distinction matters commercially. Your relationship with a candidate is built at the point where you are advising them on a role, preparing them for a client interview, and negotiating an offer. It is not built during a first-round call establishing whether they have the right visa status and three years of experience.
Everything Sally learns goes into the candidate record in your system, so the recruiter who picks up the conversation is better briefed than they would have been after running the call themselves.
How does this work when we're recruiting for multiple clients across different sectors?
Each role gets its own interview structure. You define what good looks like for that brief, set how hard Sally probes on each question, and the assessment adapts accordingly.
That is usually more consistent than the manual alternative, where a recruiter running four different briefs in a week inevitably applies slightly different standards to each.
For agencies working a specialist desk, the setup investment is small — most roles in a sector share a core question set, and you clone and adjust rather than starting fresh each time.
Can we white-label it so candidates see our brand?
Yes, on the Enterprise plan. Candidates experience the interview under your agency's branding rather than Talvin's.
For agencies this tends to matter more than it does for in-house teams, since the candidate experience is part of what you are selling to clients. Worth raising on the demo so it can be included in your quote.
How does it fit with our CRM or ATS?
Talvin connects to the system you already run and writes results back to the candidate record — score, transcript and reasoning — so nobody exports a spreadsheet or learns a second tool.
Invitations, reminders and follow-ups run automatically once a role is connected. Recruiters see a ranked shortlist rather than a queue of admin.
If your CRM is not natively supported, it can usually be reached through Zapier. Worth confirming your specific stack on the demo.
What happens to candidates who aren't right for this role?
They stay in your database properly assessed rather than as an unread CV.
This is an underrated commercial benefit for agencies. Most databases are full of candidates nobody has ever spoken to, which makes them close to unsearchable. When every applicant has been interviewed and scored against real criteria, a candidate who was not right for one brief can be surfaced for the next one with confidence.
How quickly can we get started?
Most agencies run their first interview the same day. Connecting your CRM or ATS is the longest step and usually takes under an hour.
There is no implementation project. The lowest-risk way to test it is to pick one live role — ideally one you are behind on — and run Talvin alongside your normal process. Compare the two shortlists before changing anything.
What does it cost?
Plans are an allowance of interview time, shown as a number of interviews and billed underneath as minutes. You are charged for interviews run rather than per seat, which matters for agencies where several recruiters work the same desk — adding people within your tier costs nothing extra.
Plans start at $175 a month. The useful comparison is your average placement fee: for most desks, a single additional placement covers the year. See full pricing →