Respond sooner.
Keep candidates engaged beyond the recruiter’s inbox.
01 / THE RECOMMENDATION
Give recruiting
more capacity.
Keep hiring human.
Equip Daxko’s recruiting team with Caroline 2.0 to handle candidate conversations, follow-up and interview coordination. Give your people more time to evaluate talent and make hiring decisions.
Reduce coordination.
Spend less time chasing answers and arranging interviews.
Decide with context.
Bring structured candidate information to the hiring conversation.
02 / THE DAXKO OPPORTUNITY
Support the people who build
and serve Daxko’s technology.
Daxko serves health, fitness and wellness organizations. Its recruiting needs span technical, commercial and customer-facing work. Caroline can support a consistent candidate experience while adapting questions and workflows to each role.
Protect recruiter attention.
For customer service and member services hiring, collect availability, relevant experience and candidate questions before a recruiter follows up.
Keep conversations moving.
Explain the opportunity clearly, capture candidate interest and coordinate the next conversation without repeated scheduling exchanges.
Prepare a better handoff.
Gather role-relevant experience and structured responses. Leave technical validation and selection with Daxko’s specialists.
The opportunity: remove repetitive recruiting work so Daxko’s team can focus on fit, relationships and hiring judgment.
03 / HOW CAROLINE WORKS
From first contact to
a prepared hiring conversation.
Daxko sets the role, questions and decision criteria. Caroline supports the work between each human decision.
1Engage2Screen3Coordinate4Check references5Hand off
Caroline handles the repeatable work.
Voice and chat conversations, follow-up, scheduling, work reference checks and candidate summaries.
Daxko owns the hiring decision.
Approve the questions, review the evidence, conduct specialist interviews and select the hire.
04 / THE INVESTMENT
$10,000 per month.
A focused recruiting capability.
Proposed scope: Caroline 2.0 candidate engagement, structured screening, interview coordination, work reference checks and recruiting summaries for agreed Daxko roles.
12-MONTH EQUIVALENT$120,000
For planning; no contract term assumed.
How much time could your team get back?
Adjust the illustrative inputs to reflect Daxko’s process.
75potential recruiter hours released per month
Capacity = interactions × minutes ÷ 60. Time released is not cash savings or a forecast. Validate against actual work removed and exclude overlapping activities.
A clear scope for a clear monthly fee.
- Confirm roles, hiring locations and anticipated candidate volume.
- Agree on screening questions, interview flow and reference-check requirements.
- Confirm languages, system connections, data handling and access.
- Document service levels, support, launch responsibilities and reporting.
Contract duration, implementation charges if any, usage limits and integration scope will be specified in the final agreement. No agency placement fees or additional managed services are assumed in this proposal.
05 / THE NEXT DECISION
Approve the monthly proposal.
Build a clearer path to hiring.
Align on the $10,000 monthly fee, confirm the initial scope and name a Daxko recruiting owner. Then configure Caroline around the team’s operating needs.
Define success.
Select initial roles, map the existing workflow and establish candidate-response, coordination-time and recruiter-effort baselines.
Prepare the experience.
Approve questions, candidate messaging, scheduling rules and reference-check steps. Validate data flow and human handoffs before launch.
Measure the work removed.
Track response speed, completed conversations, interview attendance and recruiter time released. Review candidate experience alongside hiring outcomes.
THE REQUESTConfirm commercial alignment.
Confirm commercial alignment.
Assign the owner. Schedule the kickoff.
Caroline supports the process. Daxko selects the people.