Asendia AI Joins SIA as a Corporate Member — What This Means for Staffing Leaders
We’re officially a Staffing Industry Analysts (SIA) Corporate Member. That means tighter alignment with the research and community that shape staffing—and faster product moves that help your teams fill more roles, more reliably, with voice AI screening built for compliance, speed, and quality.
Why SIA Membership Matters (and why it matters now)
Margins are tight. Client expectations are high. Candidate volume and noise are higher. SIA’s research and peer community have been the operating system for leading staffing firms for years. Becoming an SIA Corporate Member lets us:
- Build with better signal. We align our roadmap to the benchmarks and headwinds SIA surfaces—time-to-submit, submittal-to-hire, show rates, redeployment, and client NPS.
- Contribute to the conversation. We’ll share real-world playbooks on voice AI screening, fraud detection, and interview orchestration—shaped by SIA’s data and your frontline feedback.
- Show our work, live. Membership deepens our involvement across SIA events—so you can see, touch, and stress-test the tech your recruiters will use every day.
If you’re evaluating AI’s role in the funnel, start here: How AI Recruiters Are Transforming the Hiring Landscape in 2025
The Big Pain Points We’re Solving for SIA Members
1) “We’re losing days to phone tag and scheduling.”
Voice AI, on day one. Our agent, Sarah, runs 24/7 phone screens the moment a candidate is sourced, matched, or applies. Your team starts mornings with a validated shortlist, not a full inbox.
2) “Hiring managers don’t trust submittals like they used to.”
Fraud-safe, audit-ready interviews. Built-in cheat detection flags tab switching, browser helpers, copy/paste behavior, and external AI use. Risk indicators, transcripts, and audio clips attach directly to the ATS card—creating confidence and accountability.
Want to push conversion higher? Read: How to Push Your AI-Interview Completion Rate Past 80%
3) “Our recruiters are spread thin.”
3–5 hours back per recruiter, per day. Let the agent handle repetitive phone screens and first-round note-taking. Your humans spend time where it counts: calibrations, client updates, offers, and redeploys.
4) “What about bias and candidate experience?”
Standardized, explainable, humane. Consistent role-based question sets and scoring rubrics reduce variance. Sarah asks clarifying follow-ups (not just scripts), and candidates screen on their schedule—experience up, drop-off down.
What SIA Membership Unlocks for Our Customers
- Roadmap shaped by research. We’ll translate SIA’s findings into product updates—think industry-specific voice flows (healthcare, light-industrial, IT, sales), new risk signals, and redeployment automations.
- Community-tested playbooks. We’ll publish SIA-aligned guides on:
- “From req to shortlist in hours” (source → auto-outreach → voice screen → ATS updates)
- “Fraud-safe interviews that hiring managers trust”
- “Division-level P&L impact: time-to-submit, fill rate, and revenue per desk”
- Hands-on education. Expect member-exclusive demos, workshops, and case studies with staffing peers facing the same constraints you are.
Related reading: The Death of Job Boards: Why the Future of Hiring Is Conversations
How Our Voice AI Screening Works (Under the Hood)
- Trigger
A candidate is sourced, matched, referred, or applies → the agent initiates an immediate call (or SMS to schedule).
- Adaptive interview
Sarah tailors questions to the role (shift flexibility, licensing, pay range, travel radius, systems proficiency). She asks follow-ups when something is unclear.
- Integrity signals
During the interview, the system monitors for indicators of external assistance and risky patterns.
- Decision-ready package
Within minutes, your ATS card updates with:
Summary & score (with rubric)
Transcript & audio
Risk flags (if any)
Next-step recommendation (advance/decline/clarify)
- Automations
Advance candidates to client submittal, schedule human interviews, or trigger skills testing—based on your workflow.
What Customers Typically See After Go-Live
- Time-to-submit: measured in hours, not days
- Show rates: higher, thanks to candidate-driven scheduling and clear expectations
- Fill rate: up, as validated candidates move through the funnel faster
- Recruiter capacity: reclaimed hours per desk → more reqs per recruiter without sacrificing quality
Objections & Straight Answers
“Will the agent replace recruiters?”
No. It replaces unnecessary delay, not people. Your team does more consulting and closing—less chasing and note-taking.
“Will candidates push back on AI?”
Completion rates rise when screens are immediate, mobile-friendly, and respectful. We disclose what’s measured, enable opt-outs, and offer human follow-ups where needed.
“How hard is it to launch?”
Spin up role templates in minutes. We integrate with leading ATS platforms to post results, transcripts, and flags right where your team works.
What’s Next with SIA
- Research spotlights translating SIA benchmarks into practical voice-AI tactics
- Member roundtables to compare adoption patterns across verticals
- Live demos at SIA events (including roadmap previews and customer panels)
Planning your event calendar? We’re Gold Sponsors at Collaboration X in Dallas, September 9–11, 2025—come see live voice screens and fraud detection in action.
Call to Action
Curious what voice AI screening would do to your time-to-submit and fill rate? Book a 20-minute strategy session and we’ll map it to your division’s P&L.
