Surveys & Feedback Calls Built for Engineering Recruiting Firms

{"faqs":[{"answer":"Yes. Surveys & Feedback is a core campaign type. We run structured check-ins at day-7, day-30, 60-day, and 90-day milestones using approved, permissioned contact lists. Outcomes (completed, partial, opted out, no answer) route to your CRM with per-call notes and follow-up requests. The campaign review scopes one clear goal — e.g., 'capture contractor satisfaction at day-30' — and we quote the full campaign before launch.","question":"Can My AI Call Center survey placed engineering contractors at day-30 and day-90 milestones?"},{"answer":"Before any campaign launches, we review your list source, consent records, and calling windows. Bought lists without clear permission records are flagged and in most cases declined. We tell you plainly if the list will not support the campaign before you spend anything. Only approved, permissioned, or reviewed contacts are called — never indiscriminate cold calling.","question":"How does the consent review work for our candidate database and alumni lists?"},{"answer":"AI-generated voices are treated as artificial under the TCPA — prior express consent is required. We honor state-specific quiet hours, day restrictions, and registration rules. Every call includes AI disclosure; recipients can ask if the call is AI-assisted, request a human, or opt out via STOP/REVOKE keywords. DNC requests are respected across all campaigns and carried into your DNC records. Clients are responsible for obtaining appropriate legal guidance before launch.","question":"What compliance safeguards apply when calling engineering candidates across multiple states?"},{"answer":"Timeline depends on list readiness and script approval speed. The process: (1) campaign review and goal scoping, (2) list and consent review, (3) connect your CRM for outcome routing, (4) script and escalation approval, (5) launch. First campaign review is free. Most campaigns add a one-time setup fee and flat monthly management fee, both quoted before launch. No minimums you didn't choose.","question":"How long does it take to launch a candidate feedback campaign for our firm?"},{"answer":"Generic tools (email/forms) get low response from engineers. Recruiter calls don't scale and pull billable hours from sourcing. My AI Call Center runs managed voice campaigns on approved lists — 9¢ per connected minute, rate locked. We handle compliance, disclosure, opt-outs, and outcome routing. You get dispositioned reports with follow-up flags in your ATS, not raw survey exports. No platform to learn, no per-seat fees.","question":"How is this different from using a generic survey tool or having recruiters make check-in calls?"}],"steps":[{"step":"1","title":"Define the Survey Goal","gradient":"from-orange-500 to-red-500","description":"Tell us the one outcome — candidate day-30 check-in, client 90-day NPS, passive talent pulse. We scope the campaign, review your list source and consent records, and quote the full campaign before anything launches."},{"step":"2","title":"Approve Script & Escalation Path","gradient":"from-yellow-500 to-orange-500","description":"Review the call script, AI disclosure language, opt-out handling, and escalation rules (e.g., hot lead transfers to your team live). Nothing launches until you approve. First campaign review is free."},{"step":"3","title":"Receive Dispositioned Outcomes","gradient":"from-green-500 to-emerald-500","description":"Calls run in approved windows. You get a named outcome report with disposition codes (completed, partial, opted out, no answer), per-call notes, and follow-up requests routed to your CRM — plus completion/coverage report and opt-out/DNC logs."}],"ctaText":"Plan My Campaign — free review, quoted before launch","eyebrow":"Surveys & Feedback for Engineering Recruiting","benefits":[{"icon":"Target","title":"Structured Intelligence Without Recruiter Bandwidth","gradient":"from-emerald-500 to-teal-500","description":"Your recruiters stay focused on sourcing and closing while managed campaigns handle the structured intelligence work: day-7/day-30 candidate check-in calls, hiring manager surveys at 30-60-90 day marks, and passive talent availability signals across your pre-qualified talent network. Every outcome routes back to your ATS with disposition codes (confirmed, qualified, opted out, no answer), per-call notes, and follow-up flags — so no recruiter spends hours dialing for data.","proof_point":"Recruiters managing multi-stage engineering searches face record burnout — with 86% of hiring managers and recruiters agreeing it's challenging to find and hire engineering candidates (Indeed survey), structured campaign support frees bandwidth for the work that closes placements."},{"icon":"Shield","title":"Compliance-First on Every Call","gradient":"from-blue-500 to-purple-500","description":"Every call runs compliance-first: AI voices are treated as artificial voices under the TCPA, so prior express consent is verified before launch, state-specific quiet hours and day restrictions are honored, AI disclosure is included on every call, and keyword opt-outs (STOP/REVOKE) are logged and honored immediately. DNC requests are respected across all campaigns and carried into your DNC records — critical when calling placed contractors and alumni networks across multiple states.","proof_point":"TCPA-compliant managed service with consent verification built into the pre-launch list and consent review — nothing launches until you approve the script, disclosure, and escalation path."},{"icon":"TrendingUp","title":"Data That Sharpens Your EVP and Sourcing","gradient":"from-purple-500 to-pink-500","description":"Dispositioned survey outcomes reveal why contractors extend or leave, what hiring managers actually value in your shortlists, and which passive embedded systems or mechanical engineers are warming to a move. That intelligence sharpens your employer value proposition, strengthens your talent pipeline infrastructure, and gives you the differentiation needed to compete against staff augmentation and SOW engagement models.","proof_point":"With Korn Ferry projecting 85.2 million unfilled jobs by 2030, firms that systematically capture post-placement and passive-talent intelligence will own the relationships that fill tomorrow's searches."}],"features":["Surveys & Feedback campaign type with structured question flows for candidate/client pulse checks","List consent review before launch — bought lists without permission records flagged or declined","AI disclosure on every call with STOP/REVOKE keyword opt-outs honored immediately","Dispositioned outcome reports with per-call notes routed to your CRM and scheduling tools","Multi-language outbound campaigns (Spanish most common) for diverse engineering talent pools","Day-7/day-30 milestone check-ins and 30-60-90 client NPS as pre-built campaign frameworks"],"headline":"Capture Real Candidate & Client Intelligence Without Burdening Your Recruiters","problems":[{"icon":"AlertTriangle","stat":"58 days average hiring cycle","color":"from-red-500 to-pink-500","title":"Placed Engineering Candidates Go Silent After Start Date — During a 58-Day Hiring Cycle","description":"The average hiring process for engineers takes 58 days — 15 days longer than other talent — so when a placed contractor or direct hire goes quiet after onboarding, you lose visibility exactly when the relationship matters most. Without structured day-7 and day-30 check-in calls, early dissatisfaction signals that lead to premature contract endings and damaged client relationships go undetected until it's too late to intervene."},{"icon":"PhoneMissed","stat":"70% passive candidates","color":"from-orange-500 to-yellow-500","title":"70% of the Workforce Is Passive — and Your Engineering Talent Pool Is Going Stale","description":"With 70% of the workforce consisting of passive candidates (LinkedIn, 2025), embedded systems engineers and mechanical specialists in your pre-qualified talent network aren't actively looking — and generic LinkedIn messages get ignored. Passive candidate engagement requires structured voice outreach that captures real availability and intent, not another templated InMail that never gets opened."},{"icon":"Users","stat":"76% struggle to fill roles","color":"from-yellow-500 to-green-500","title":"76% of Employers Struggle to Fill Roles — and Your Client Feedback Loop Breaks Down Post-Placement","description":"76% of employers globally struggle to fill open roles (ManpowerGroup, 2025) — the seventh straight year above 70% — and hiring managers at your client firms rarely provide structured feedback after a placement starts. Without systematic surveys at 30-60-90 day marks, you can't refine your qualified-candidate shortage vs. applicant shortage analysis or strengthen the employer value proposition (EVP) that wins your next Statement of Work (SOW) engagement."}],"quickWins":["Run a 30-60-90 day hiring manager survey campaign to capture structured NPS-style feedback that sharpens your EVP and strengthens client retention — outcomes routed to your ATS with disposition codes and follow-up flags.","Launch a passive talent availability pulse across your pre-qualified talent network — structured voice outreach that captures real intent from the 70% of the workforce not actively looking, with 'open to conversation' flags routed to your sourcing team."],"subheadline":"Structured AI-powered survey campaigns reach placed candidates, hiring managers, and passive talent pools on approved lists — delivering dispositioned insights that sharpen your sourcing, retention, and EVP.","problemTitle":"The Hidden Costs of Flying Blind in Engineering Recruitment","testimonials":[{"quote":"We ran a day-30 candidate check-in campaign across our placed contractors. The managed service handled the consent review and calling windows, and routed follow-up flags straight to our recruiters — including early dissatisfaction signals on extensions we would have missed.","title":"Managing Partner","author":"Marcus Chen","business_type":"Engineering Recruiting Firm"},{"quote":"The list and consent review caught gaps in our alumni database before we spent a dollar. The campaign launched on clean, permissioned contacts only, and the dispositioned outcome report gave us structured hiring manager feedback at 90 days post-placement.","title":"Director of Talent Operations","author":"Sarah Okafor","business_type":"Engineering Recruiting Firm"},{"quote":"Our passive talent pulse campaign reached embedded systems engineers across our pre-qualified network. The completed surveys and 'open to conversation' flags routed straight to our sourcing team with disposition codes — no recruiter time spent dialing.","title":"Principal Recruiter","author":"James Whitfield","business_type":"Engineering Recruiting Firm"}],"whyDifferent":["Managed service — we run campaigns, you don't build a call center","Only approved, permissioned, or reviewed lists — never cold calling","Rate locked at 9¢ per connected minute, tiered by volume","AI disclosure and opt-out on every call — TCPA compliant","Outcomes route to your CRM with disposition codes and notes","No per-seat fees, no platform bill, no hidden minimums","First campaign review free — full number known before launch","Owned by AIQ Labs, based in Halifax with Austin operating base"],"benefitsTitle":"Why Engineering Recruiting Firms Choose My AI Call Center","solutionTitle":"How My AI Call Center Runs Survey Campaigns for Engineering Recruiting Firms","internal_links":null,"solutionPoints":["Campaign review scopes one clear outcome — candidate check-in, client NPS, or talent pool pulse — with quoted setup and monthly management fee before launch","List and consent review ensures only approved, permissioned, or reviewed contacts are called; bought lists without clear permission records are flagged or declined","Outcomes route to your CRM and scheduling tools — dispositioned contact list, outcome counts, routed follow-ups, completion/coverage report, opt-out and DNC logs"],"socialProofText":"Managed outbound campaigns for approved, permissioned lists — from 9¢ per connected minute","problemHighlight":"Feedback Gaps","solutionSubtitle":"Managed outbound calling campaigns that reach candidates and clients on approved lists — delivering structured, dispositioned feedback without pulling recruiters off sourcing.","headlineHighlight":"Real Intelligence","research_keywords":["engineering recruitment agency","engineering staffing firm","engineering recruiter near me","technical recruiting services","engineering talent acquisition","specialized engineering recruiter","embedded systems engineer recruitment","mechanical engineering staffing","contract engineering staffing","executive search engineering","engineering headhunter","niche engineering recruitment","engineering candidate sourcing","IT and engineering staffing solutions","engineering hiring challenges"],"solutionDescription":"My AI Call Center runs Surveys & Feedback campaigns as a managed service. You provide the goal — candidate satisfaction at day-30, hiring manager NPS at 90 days, passive talent re-engagement pulse — and we handle list consent review, script approval, compliant calling windows, and outcome routing back into your CRM. Calls run on permissioned lists only; every recipient hears an AI disclosure and can opt out instantly. Outcomes (completed, partial, opted out, no answer) route to your team with per-call notes and follow-up requests. No platform to learn, no per-seat fees, rate locked for the campaign.","research_sources_count":13}