7 Top-Rated Recruitment & Screening Calls for Retirement Planning Firms

Hiring for a retirement planning firm has a problem most job boards never solve: the advisors you want are already working, already licensed, and already getting calls from three other firms this week. You're not competing for attention with job postings. You're competing with whoever reaches the candidate first and asks better questions. That's why the phone still matters. A structured, well-timed outreach or screening call gets you a real answer in days instead of weeks, and it keeps your senior planners out of first-round conversations with people who were never going to move. In 2026, the firms hiring well treat recruitment and screening calls as a managed process: one clear goal per campaign, consent checks before dialing, and clean handoffs back into the CRM. Below are seven providers worth comparing, from done-for-you managed calling services to AI phone screeners and specialist search firms. We've flagged what each one actually does, what it costs where pricing is published, and where it fits in a regulated practice.

#1 My AI Call Center — Calling starts at 9¢ per connected minute, tiered by volume, with the rate locked before launch. Most campaigns add a one-time setup fee and a flat monthly management fee, both quoted up front. No per-seat charges, no platform bill. First campaign review is free.

My AI Call Center (myaicallcenter.app) is a done-for-you managed outbound calling service run by AIQ Labs, based in Halifax, Nova Scotia with an operating base in Austin, Texas. You don't buy software and figure it out. You buy a campaign that they run for you. Each campaign is scoped around one clear goal and quoted before it launches, which fits how retirement planning firms actually hire: a defined list of candidates or referral sources, called in a defined window, with a defined outcome. Recruitment and screening calls are one of its core campaign types, alongside lead qualification, speed-to-lead follow-up, reminders, surveys, retention, and reactivation work. If you're a multi-location firm with 1 to 200+ staff, the model is built for you. What makes it different for a regulated industry is the list discipline. My AI Call Center only runs campaigns against approved, permissioned, or reviewed contact lists. It checks list source and consent records before anything launches, and bought lists without clear permission records get flagged and, in most cases, declined. They'll tell you plainly if the list won't support the campaign, before you spend anything. For a firm that touches licensed advisors and clients with sensitive financial data, that posture matters. AI-generated voices are treated as artificial voices under the TCPA, prior express consent is required, state quiet hours and registration rules are honored, and every call carries an AI disclosure. Recipients can ask for a human or opt out at any time. Opt-outs via STOP and REVOKE are logged and honored immediately, and DNC requests carry across all campaigns into your records. On the reporting side, you get a named outcome report with disposition codes (confirmed, qualified, renewed, opted out, no answer), per-call notes, and follow-up requests routed back into the CRM and scheduling tools you already run. Hot leads transfer to your team live or land in your CRM. Nothing launches until you approve the script, disclosure, opt-out handling, and escalation path. And the reporting philosophy is simple: they report what actually happened, with no invented numbers.

Best for: Retirement planning firms and recruiting teams that want structured recruitment and screening calls run for them on approved, permissioned lists, with compliance handled and outcomes routed back into their CRM.

#2 New Planner Recruiting — Platinum tier (full range of candidate evaluation tools) at $599 per candidate; basic assessment at $199 per candidate, as reported by InvestmentNews. Confirm current pricing directly, as these figures come from an older report.

New Planner Recruiting is a search firm focused on placing candidates from CFP Board-registered programs, and it's one of the few names in this space that built a service specifically around financial planning hiring. According to reporting from InvestmentNews cited in our research, the firm added a stand-alone screening service after it started getting requests from advisory firms that had already found candidates on their own and just needed them properly vetted before an offer. The screening service covers the routine checks you'd expect: credit history, criminal background, licensing verification, and references. It also layers on a job personality profile and proprietary financial planning knowledge assessments. That last piece is the reason firms use it. As founding partner Caleb Brown's firm has noted, wide variance across CFP programs means wide variance in entry-level candidate quality, and firms often can't tell from a resume what a candidate can actually do with planning software, spreadsheets, or core planning concepts. For a retirement planning firm hiring junior planners or career changers, this is a targeted second set of eyes before you commit. It's a human-led search and screening shop, though, not a calling platform, so it works best as a complement to outreach you're already running.

Best for: Retirement planning and financial planning firms hiring entry-level or career-change planners out of CFP programs who want structured screening and planning-knowledge assessment before an offer.

#3 NTRVSTA — Starts at $1,200/month for small teams, with enterprise packages available, per published research.

NTRVSTA is an AI phone screening platform that runs candidate screening calls around the clock. According to their published material, the platform conducts interviews 24/7 so candidates can complete a screen at a time that works for them, which matters when you're reaching licensed advisors who are busy during normal business hours. The company positions itself around tech recruiting, but the mechanics (structured phone screening at volume, with results pushed into your ATS) apply to any professional services hiring flow, including retirement planning. Integration depth is where NTRVSTA stands out in the research. Their comparison material lists 50+ ATS integrations including Greenhouse and Lever, support for 9 or more languages, and a SOC 2 Type II and GDPR compliance posture. For a retirement planning firm running multiple office locations and hiring across regions, that coverage is useful. You can run a screen in Spanish for a bilingual advisor candidate without standing up a separate process. The research notes that initial setup time for ATS integration is the main trade-off, so plan for that if you choose this route.

Best for: Firms that want a self-serve AI phone screening platform with deep ATS integration and multilingual screening for professional candidates.

#4 Puck — Contact for pricing.

Puck runs early high-volume candidate screening as a two-way conversational audio interview through its AI Recruiter. According to the Metaview comparison guide, candidates start from an SMS or email link, need no camera or app, and can finish the roughly 10-minute screen when it suits them. For retirement planning firms hiring associate advisors or operations staff, that low-friction format is worth a look: candidates who won't sit for a scheduled video call will often complete a short audio screen on their own time. For setup, Puck's AI suggests questions and evaluation categories based on the job description, but the recruiter can modify or add their own, which helps when you need licensing or regulatory questions in the mix. Puck's AI scores the completed interview and returns the recording, transcript, and score to the dashboard, after which the recruiter decides who moves forward. The platform also covers automated follow-up, candidate matching, AI resume review, a talent CRM, a lightweight ATS, and native integrations with Greenhouse, Ashby, and Lever. The honest trade-off: Puck is designed around high-volume, inbound-heavy hiring, so a bespoke senior advisor search may still want a more hands-on process.

Best for: Inbound-heavy teams that want candidates screened quickly through a repeatable early-stage audio screen without requiring a scheduled live call.

#5 Greenhouse — Three tiers (Core, Plus, Pro), custom quote. Contact for pricing.

Greenhouse is the structured-hiring ATS many growth-stage teams default to, and it earns a place on this list because of how it handles the screening layer inside the workflow your team already runs. According to Greenhouse's own recruiting tools guide and the Metaview comparison, its screening tooling layers AI-assisted resume scoring onto the resume review step inside the tracker, tied to job-level criteria. For a retirement planning firm that already runs its hiring pipeline in Greenhouse, the value is in not adding another login. The structured interviewing foundation is the real reason firms pick it: interview kits and scorecards keep interviewers aligned and make candidate feedback easier to compare, which matters when you're evaluating advisor candidates against consistent criteria like licensing, planning depth, and client-facing skill. Greenhouse also offers workflow automation for stage moves and notifications, reporting and hiring analytics to spot funnel bottlenecks, bias-reduction prompts inside the evaluation flow, and a broad integrations ecosystem covering HRIS, assessments, and background checks. One honest limitation from the research: the screening layer ranks once. It doesn't re-rank the pipeline after your team rejects 30 candidates for the same reason, and it doesn't learn from interview signal.

Best for: Teams already standardized on Greenhouse that want structured screening inside one platform and are willing to invest in enablement so the process sticks.

#6 Hirevire — Essentials $39/month, Professional $99/month, Agency $199/month (billed annually). Free trial available.

Hirevire is an automated recruitment screening platform built around asynchronous video, audio, and file-based candidate responses, which eliminates the need for initial live screening calls. According to their site, candidates answer structured questions on their own time, with no login required, and recruiters review the responses when it suits them. For a small retirement planning firm where the managing partner is the de facto recruiter, that asynchronous model solves a real scheduling problem: you stop playing phone tag with candidates and stop burning partner hours on first-round screens. The feature set covers multi-format response collection (video, audio, and file uploads for things like sample plans or credentials), AI transcription in 90+ languages, automated email workflows, analytics and tracking, custom branding and a career page builder, and integration with 5,000+ apps via Zapier. Published pricing is transparent and affordable: Essentials at $39/month, Professional at $99/month, and Agency at $199/month, all billed annually, with a free trial available. The trade-offs are honest ones. Some advanced features sit on higher tiers, native integrations are limited compared with enterprise tools, and the analytics on the Essentials plan are basic.

Best for: Growing firms and small recruitment teams that want an affordable, self-serve way to replace repetitive first-round screening calls with asynchronous responses.

#7 Paradox (Olivia) — Not published; reported entry point around $1,000/month. Contact for pricing.

Paradox, now owned by Workday according to the Truffle screening guide, is a conversational AI platform best known for its Olivia assistant, which handles eligibility triage and interview scheduling at enterprise scale. Where it fits a retirement planning firm is high-volume hiring: if you're staffing a client service center, running a seasonal associate push, or opening a new branch and hiring several roles at once, Olivia's conversational automation can triage applicants and get qualified ones onto a recruiter's calendar without the manual coordination that usually stalls hiring. The research is candid about what Paradox does and doesn't do. On the plus side, it offers native Workday integration and connections to major ATS platforms, and it's built for speed and mobile-first candidate experience. On the caution side, the Truffle evaluation scores it low on candidate evaluation depth: it handles eligibility triage and scheduling, not substantive screening, so you'll still need a screening layer for the actual assessment of advisor candidates. Pricing isn't published, with an entry point reported around $1,000 per month, and enterprise implementation is the norm rather than self-serve setup. For a firm that already runs Workday and hires at volume, it's a strong scheduling and triage engine. For a boutique practice, it's likely more platform than the job requires.

Best for: Enterprise and multi-location firms running high-volume hiring that need automated triage and scheduling, especially those already on Workday.

The right choice here depends on which part of your hiring funnel is actually broken. If the bottleneck is reaching licensed advisors and getting them through a first conversation, a calling solution does the heavy lifting: My AI Call Center runs managed recruitment and screening campaigns for you, on approved and permissioned lists only, with consent checks before any spend, TCPA-aligned disclosures on every call, and outcomes routed back into your CRM with disposition codes and per-call notes. Calling starts at 9¢ per connected minute, the rate is locked before launch, and the first campaign review is free. If the bottleneck is evaluation instead of outreach, pair that with a screening specialist like New Planner Recruiting for planning-knowledge assessment, or a platform like Puck or NTRVSTA if you want AI-run screens at volume. Whatever mix you pick, run more useful calls without building a bigger call center. Start with one clear goal, one clean list, and a quoted campaign. Book your free campaign review at myaicallcenter.app or email [email protected] to plan your first recruitment campaign.

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