Question 1

How do I hire people who actually last?

Accepted Answer

Who stays is something a conversation can find out. Ability barely predicts quitting (correlation about .01). Unmet expectations do (Griffeth and others, 2000). Why they want this job. Desire for the specific job is one of the stronger predictors of who stays (Barrick and Zimmerman). A CV can't show it. A conversation can. Whether they know what they're walking into. A conversation that explains the real job is a realistic job preview, which reduces early turnover (Earnest and others, 2011). More people still in the job after 30 days. In a randomised trial with about 70,000 applicants, AI voice interviews led to 17% more people still in the job after 30 days than interviews by human recruiters. Humans made every hiring decision. Limits: one country, entry-level roles, one firm. New starters know it's the right job. Before anyone gets a start date, Kit asks every applicant why they want this job, and whether the hours, pay and place work for them. Costs are lowered through better retention. Your last hire made your next one better. On the Talent and Enterprise plans, Kit checks in on each hire at 30 days, 90 days and a year. Every answer sharpens the next recommendation for that team. You watch hiring get better, in numbers. Every hire you make with Kit makes the next one better.

Question 2

How do I grow my team without losing people?

Accepted Answer

Getting people into teams where they thrive beyond their skills, so the company can grow reliably with high-impact, high-performing people. Ask any manager about their best person. Who made the biggest impact in your team in their first 12 months? What did they get done that a good person wouldn't have? Kit finds people like that. Costs are lowered through better retention, and the people hired have a higher impact.

Question 3

How do I reduce staff attrition?

Accepted Answer

Stop paying for the same hire twice. Every person who leaves in year one is a job you recruit for again. Kit cuts the number who leave. People who start, and stay. Kit asks why they want this work, and whether the shifts, the pay and the journey work for them. Before anyone gets a start date. See which job sites bring the people who succeed. And what each one costs. Then move the money.

Question 4

Why do my new hires keep leaving in the first few months?

Accepted Answer

Recruiters ask if someone can do the job. Kit asks if they'll do it here. One applicant's CV had no buying experience. On the call with Kit, they talked through fifteen years of it. Kit recommends people on what decides success. Skills get someone to the interview. These decide whether they succeed. How they'll work in your team Whether they'll enjoy your environment, including the hard parts Whether they want what your company is trying to achieve Whether they'll match how hard your team works How they'll get on with the way your team talks to each other They already know what's hard about the job. And they still want it. Fewer interviews. Better ones.

Question 5

How can I tell if someone will be good at the job before I hire them?

Accepted Answer

Look at a pile of CVs and know who'll work well in your team. Kit has a real conversation with every applicant. Across one job, that can be 400,000 words about who these people are. A CV gives you a page. Structured conversations predict performance much better than unstructured ones. Structured interviews (same questions, same scoring) predict job performance at about .42. Unstructured interviews manage about .19 (Sackett and others, 2022). Every Kit call is structured around the same scorecard for the role. The things a CV shows best predict least. Years of experience barely predict performance (.06) and don't predict who stays at all (.00). Grades are weak too (.21 for performance, slightly negative for staying) (Van Iddekinge and others, 2019). High-impact people become visible before interview. The usual process narrows the pool on the thinnest information, at the start, and only gathers rich information (interviews) on the few who survive. The people cut at the CV stage never get the conversation that would have shown what they could do. Kit turns it the right way round. Everyone gets the conversation first. Then the shortlist is built on the rich information, and interviews go to the people most likely to have impact. Why the top of the pool is worth finding. In professional roles, the difference between a good hire and a great one is large, and the great one is often not the best-looking CV. Performance isn't a bell curve. Across hundreds of samples of people at work, a normal bell curve fitted only 4.8% of them. Most show a long tail: a small number of people produce a large share of results (Joo, Aguinis and Bradley, 2017). The gap is widest in complex jobs. In high-complexity jobs, the spread of output between people is about 48% of average output, against 19% in simple jobs (Hunter, Schmidt and Judiesch, 1990). The CV said 100th. Kit said first. She got the job. About 200 applicants. The applicant tracking system marked one applicant as missing two of the five criteria. Rhaelm's hiring lead guessed she was "about the 100th CV down the list". Her CV read: "medical transcriber, data cleanser... how's that relevant". Kit rated her around 90%. In conversation she described running the show for a Lloyd's of London business. She was hired. Rhaelm's hiring lead also met fewer people: "I probably had to at least speak to five or six, whereas actually I've spoken to three."

Question 6

I've got hundreds of applicants and no time to read them all. What should I do?

Accepted Answer

No recruiter has the time. 200 applicants at the median Kit call length of 22.9 minutes is about 76 hours of talking, before notes and scheduling. That's two working weeks for one vacancy. So the CV filter exists to protect recruiters' time, not because it predicts well. High-impact people become visible before interview. The usual process narrows the pool on the thinnest information, at the start, and only gathers rich information (interviews) on the few who survive. The people cut at the CV stage never get the conversation that would have shown what they could do. Kit turns it the right way round. Everyone gets the conversation first. Then the shortlist is built on the rich information, and interviews go to the people most likely to have impact. From hundreds to a handful. At Rocket Yard, 180 applied, 15 spoke to Kit, 2 met and 1 was hired. More good hires from the job sites you already pay for. Every applicant gets a conversation. The great one at number 140 gets heard. Start every day knowing who's ready for you. Every applicant has a recommendation before you open their CV. You spend your day with the people most likely to do well. Stop reading a hundred profiles. See the few worth meeting, with Kit's reasons and what they said. "It saved me a job and a half. I've got 400 applicants for that role. I've now taken it off LinkedIn." HR Business Partner, fintech

Question 7

How do I stop hiring the wrong people?

Accepted Answer

Experience and qualifications aren't good enough. Years of experience predict performance at .06 and staying at .00 (Van Iddekinge and others, 2019). A filter built on them is mostly filtering on noise. Overriding a consistent method makes hiring worse. When firms introduced a consistent test, new hires stayed about 25% longer. Managers who overrode the test's advice hired people who left 6 to 7% sooner (Hoffman, Kahn and Li, 2018). This is an argument for giving managers better information, then letting them decide with it in front of them. Bad hires are expensive, and early leavers more so. Replacing someone costs about £30,614 and takes 28 weeks to reach full productivity (Oxford Economics, 2014). A bad hire can cost up to three times salary; the REC's worked example puts a £42,000 hire at £132,015 (REC, 2017). 41% of UK employers saw new hires quit within 12 weeks (CIPD, 2024). Tell Kit about your team. Who you've loved working with, and why. Who did well with you, and why. The hires that didn't work out, and what went wrong. Kit writes four things, in the manager's words. A picture of the top performer. The standard every applicant is measured against. The advert. And what a CV won't show you. Your team signs it off before Kit speaks to anyone. Every applicant, from any source (LinkedIn, the company site, internal referral, online sourcing, agencies), is scored against the same top-performer rubric.

Question 8

How can I hire faster without lowering standards?

Accepted Answer

Kit speaks to every applicant within minutes, any time of day, so the good ones don't go elsewhere while they wait. Managers get better people, faster. Jobs fill sooner, with people more likely to succeed. Know when to stop advertising. Enough people likely to succeed? Pull the advert. Not enough? You know in days, and can go and find more.

Question 9

Is there a tool that phones every job applicant for me?

Accepted Answer

A voice agent can speak to every applicant, any time of day. A good recruiter's conversation is the best information there is, and almost nobody gets one. There has never been time to call 200 people for one job. A voice agent can hold that conversation with every applicant, any time of day, carrying what the hiring manager knows about the job into each one. No recruiter has the time. 200 applicants at the median Kit call length of 22.9 minutes is about 76 hours of talking, before notes and scheduling. That's two working weeks for one vacancy. So the CV filter exists to protect recruiters' time, not because it predicts well. Voice good enough that people want to speak to it. 783 in 1,000 people who start a Kit call finish it. The median call is 22.9 minutes. In a 70,000-person trial, 78% of applicants chose the AI interviewer when offered the choice. When people can speak. The best applicants are often in jobs already. They can't take a recruiter's call at 11am. Kit is there whenever they are. 276 in 1,000 Kit calls happen between 7pm and 7am. 361 in 1,000 happen outside working hours (Monday to Friday, 8am to 6pm), weekends included. Two ways to run Kit. On its own: put Kit's link in your advert. Inside your ATS: Kit picks up every applicant and writes back to their record. Kit recommends. Your people decide. Kit doesn't interview. You do.

Question 10

What's a good alternative to AI screening and interview tools?

Accepted Answer

Isn't this an assessment test? A test makes its call and never hears back. On the Talent and Enterprise plans, Kit checks every recommendation against how the hire did. What's unique Kit speaks to everyone at the point of application to discuss the way they work. It spots top performers the way a recruiter would if a recruiter could call 200 people for each job. Kit speaks to every applicant within minutes, any time of day, so the good ones don't go elsewhere while they wait. Every hire you make with Kit makes the next one better.

Question 11

How much does AI recruitment software cost in the UK?

Accepted Answer

Try Kit. One agent for each recruiter. £250 + VAT a month, month to month. Up to 150 applicants a month. £200 + VAT a month on an annual plan. Up to 250 applicants a month, from the first month. Test it on real jobs. See what it finds. Talent. Kit across your whole talent team. Kit connected to your ATS, CRM and sourcing. Every hire teaches Kit what great looks like in your teams. Price agreed with you. Enterprise. Kit across the company. Every team, every site. Quality of hire, who stays and how they perform, reported to the board. Price agreed with you. Easy to start: a small pilot, priced per agent, with no big project to set up.

Question 12

Is it legal to use AI to screen candidates in the UK?

Accepted Answer

Kit works inside your ATS. Kit recommends. Your people decide. Everyone for a job is asked the same questions. Under UK and EU GDPR. "AI is biased." The comparison is with today's process, not with perfection. Today a CV filter decides who gets an interview, assessing people on proxies: name, schools, gaps, job titles, years served. Only a few ever get one. Kit replaces that selection by CV. It doesn't replace the interview. Kit starts from the real environment of the job: the manager, the team, the pace, what is genuinely hard about the role and what success looks like. Then it explores, with every applicant, whether they have the capabilities a person needs to thrive in that environment, and the examples that show it. Everyone gets the same conversation about the same job and is scored against the same scorecard, from every source. In the trial, applicants reported gender discrimination at 3.30% with the AI against 5.98% with humans. Kit recommends and a person decides. Kit's recommendation is information for a human, never a decision. Kit recommends. The employer decides. Kit never rejects anyone. Where a policy forbids any ranking, the conversation itself still gives the human far more to go on than a CV, for every applicant rather than a few. Is it fair? Only people who agree are assessed. Everyone for a job is asked the same way. Every recommendation shows its reasons. Your managers decide. Your IT team's questions, answered before they ask. Data: Kept in the EU, in Ireland, on AWS. Privacy: UK and EU GDPR. Retention, deletion and access requests are in our data agreement.

What people ask us.

Questions

Hiring people who stay

Finding the right people

Tools, cost and the law

Guides

Problems Kit solves

Proof

Speak to Kit.

What people ask us.

QuestionsQuestions

Hiring people who stay

Finding the right people

Tools, cost and the law

GuidesGuides

Problems Kit solvesProblems Kit solves

ProofProof

Speak to Kit.Speak to Kit.

Questions

Guides

Problems Kit solves

Proof

Speak to Kit.