The short answer
Set separate requirements per role type. Those requirements go into the AI assessment. Candidates complete a conversation via WhatsApp; you see the scores per role in your cockpit. That way you're comparing like with like.
Discuss your vacancy, our approach and your recruitment fee. A no-obligation, 30-minute conversation.
Why role type is the foundation of everything
Every role demands different things. A planner needs to think differently than a technician. If you use one recruitment process for all vacancies, you assess people against the wrong criteria. That produces mismatches, or worse: you miss suitable candidates because they're judged on the wrong things.
Red Rocket works with role-specific qualification questions. For each vacancy you set hard requirements: relevant work experience, availability, driving licence, diplomas, or anything else that is non-negotiable for you. These are not nice-to-haves. Those requirements drive the assessment. Candidates who don't meet the hard requirements automatically receive no invitation. You filter at the front end, not after ten phone calls.
Keeping oversight when you have multiple vacancies running at once
It gets unmanageable when you have three or four vacancies running at the same time. Especially when responses via WhatsApp, email and LinkedIn arrive mixed together. Then you lose track, or worse: you forget someone who actually fits.
In your cockpit you see per vacancy who has applied, what they answered, their score and optionally their CV. You can also ask follow-up questions through the system. Everything is in one place. You decide who to invite, when and for which conversation.
Fictional example: An installation company has four open vacancies, from administrative assistant to plumber. In the cockpit each role has a separate pipeline. The score for plumbers weighs technical measurement skills more heavily. The score for the administrative assistant weighs planning skills more heavily. Same system, different requirements per role.
What to expect from us – and what not to
We run the social campaign: ads that reach the right people for your role. The AI assesses via WhatsApp, automatically, against your requirements. You conduct the personal interview and make the hiring decision.
We do not offer integration with existing ATS systems and no call appointments through us. Required certificates or diplomas are verified by you; we give no guarantee as to their validity. We give no legal guarantees regarding hiring decisions.
The media budget falls outside our no-cure-no-pay terms and has separate conditions. The fee is at least 11% of the gross annual salary upon placement. The exact percentage depends on the role and sector. A conversation gives you an exact price for your vacancy, with no surprises afterwards.
From explanation to your practice
Source and editorial note
This article offers practical considerations. Examples are fictional, not client results or forecasts. The source below provides broader context, not evidence for a particular Red Rocket outcome.
Frequently asked questions
Can I set different hard requirements for each vacancy?
Yes. Per vacancy you set your own requirements. Candidates who don't meet them automatically receive no invitation. You decide what is non-negotiable.
What if I want to consider the same candidate for multiple roles?
A candidate applies for a specific vacancy. If you also want to consider them for another role, you contact them yourself. That falls outside our process.
