For staffing, recruiting and executive search
Know which recruiters are ready to be on the phone - in every branch, every week
Your recruiters practice real calls against an AI that pushes back like a hiring manager. Simmie scores each one against a calibrated rubric and tells you who passed, who didn't, and exactly where they broke down. AI sales training for staffing agencies that ends in a decision, not a completion percentage.
Team performance overview
Click any metric to see who's behind it.
Active reps
6 / 6
41 sessions this week
Avg score
79
trending up
Improving
4
vs. previous period
Ready
3
hitting readiness bar
Needs attention
2
coaching or quiet
The team · 6 reps · scores exclude calls under 2 min
| Rep | Sessions | Practice | Last active | Avg score | Trend | Readiness |
|---|---|---|---|---|---|---|
Maya Torres | 24 (22 scored) | 3h 10m | 2h ago | 91+8 | Ready | |
Devin Park | 19 (18 scored) | 2h 40m | 5h ago | 88+5 | Ready | |
Priya Nair | 21 (20 scored) | 2h 55m | 1d ago | 86+3 | Ready | |
Marcus Bell | 12 (9 scored) | 1h 20m | 8h ago | 74+6 | On track | |
Elena Vasquez | 8 (6 scored) | 52 min | 2d ago | 63-4 | Needs coaching | |
Tobias Klein | 2 (0 scored) | 6 min | 11d ago | — | — | Went quiet |
Manager view - readiness by rep, team and branch
18 months with an enterprise staffing customer
+13.4 pts average score lift
SOC 2 Type II certified
Published rubric calibration report
You're managing a number, a team, and a turnover rate at the same time
You know who your top biller is. You have no reliable read on the eight people beneath them. A new recruiter takes months to become productive, and most of what decides whether they make it happens on calls you never hear.
01 - Cost
Ramp time
Every week a new recruiter isn't billing is a week you're carrying them. Nobody can tell you objectively when they're ready - so you either release them early and burn accounts, or hold them back and burn payroll.
02 - Cost
Turnover you didn't see coming
The recruiter who quietly can't get past a gatekeeper doesn't tell you. They just stop dialing, and three months later you're backfilling the seat and starting the ramp over.
03 - Cost
No line of sight across branches
You can feel which office is running hot. You can't prove it, and you can't tell a regional VP why - because how your people sound on the phone isn't a metric anyone has ever handed you.
Course completions don't fix this. A recruiter can finish every module in your LMS and still fold on the first pushback. Completion measures attendance. You're trying to make a staffing decision. See how Simmie compares to an LMS.
Practice is table stakes. The score is the product.
AI roleplay is showing up everywhere now, including bundled into platforms you may already pay for. Fine. Simulated practice is worth having, and we do it well. But a practice tool that hands back encouraging feedback can't tell you whether someone should be on the phone.
Making that call requires a rubric that scores the same call the same way twice, an audit trail behind every score, and a company willing to attach a consequence to the result. The simulations are how we get the sample. The calibrated score is what you buy.
What “calibrated” means, specifically
We hand-graded real recruiter calls against our rubric, measured how closely the AI's scores agree with human graders, and published the results. Not a claim on a pricing page - a report you can read, hand to your VP, and hand to a client who asks how you certify your team. No other AI roleplay product publishes reliability evidence for its scoring. Ask the ones bundled into your LMS for theirs.
Read the calibration reportFrom new hire to certified in four steps
Build the scenario your desk actually runs
Cold call into a hiring manager. Candidate falling out at offer. Client pushing back on your fee. Reactivating a dormant account. You describe it in plain language; Simmie builds it - persona, objections and rubric included. No instructional designer, no ticket to L&D. See the builder
Recruiters practice as many reps as they want
Live voice, an AI that objects, stalls, and hangs up like a real hiring manager. They can run the same drill twenty times at 7am without burning a single real account. How the simulator works
Every call comes back scored against the rubric
Not a vibe. A structured score on the behaviors that decide the call - opener, discovery, objection handling, close - with the transcript moment attached to each one.
You see the branch, not just the rep
Scores roll up by recruiter, by team, by location. Who's ready. Who's stuck on the same failure two weeks running. Which branch has a coaching problem you'd otherwise find out about at quarter close.
Readiness board - cold call rubric
Week of 17 Aug- D. OkaforHouston88Cleared
- M. ReyesHouston81Cleared
- J. WhitfieldDallas74Cleared
- A. BarnesPhoenix58Hold
- T. NguyenPhoenix52Hold
Phoenix: 3 of 8 cleared - gatekeeper stage failing two weeks running
Make readiness a gate, not a suggestion
The staffing firms getting the most out of Simmie do one thing differently: they attach a consequence to the score. New recruiter doesn't dial client accounts until they pass the cold-call rubric. Recruiter moving from admin to a desk certifies first. Everyone recertifies quarterly, and the record of it exists in writing.
That's the difference between a training tool and an operational gate - and it's why the audit trail matters. When someone asks why a rep was or wasn't put on an account, you have an answer with a date on it. See assessments and certification.
A real call, not a quiz
Recruiter roleplay against a live AI candidate
This is AI recruiter training that sounds real - no multiple choice, no reading scripts. The recruiter picks up the phone, an AI candidate answers, and they run the actual conversation out loud - the passive brush-off, the counteroffer, the offer-stage jitters - until they can handle it clean.
- AI candidates built for passive outreach, counteroffers, and offer saves
- Practice out loud on any phone, before any outreach block
- Scored on every call so you see who closes and who loses finalists
Jordan Alvarez
Passive candidate - Senior Engineer
Calls your recruiters make every day
Not generic sales roleplay. These are built from the way placements actually get made and lost.
The passive candidate
They're not looking, they've got a message like yours ten times a week, and you have one line to earn the next two minutes. This call decides whether your best-fit candidate ever picks up again.
“I appreciate it, but I'm pretty happy where I am.”
The counteroffer
Your finalist just got a raise to stay. Emotions are high and the clock is short. This is the single conversation that separates a filled req from starting the whole search over.
“They came back with more money, so now I'm not sure.”
The salary-gap talk
The candidate wants twenty over the band and the client won't move. Bridging that without losing either side is pure sales - and the exact moment a placement quietly falls apart.
“I can't make a move for anything less than what I asked.”
The pre-close jitters
The offer's out and the candidate is second-guessing the leap. Handled well you lock an acceptance and a smooth start. Handled badly you get a renege and a burned client relationship.
“It's a big change - part of me wonders if I should just stay put.”
Priced per branch, because that's how you think about cost
Not per-seat enterprise pricing built for a 5,000-person org. You're buying readiness for an office. Start with one, expand across the network as it works. No procurement cycle, no platform minimum, no implementation project.
Fill those in with what you actually know. Then the only question that matters: if certifying your recruiters before they touch client accounts shortens ramp by two weeks, or saves one preventable washout per branch per year, or produces one additional placement - does that cover the cost of the branch?
One recovered placement per branch, per year, is the entire threshold.
Your inputs
- Fully-loaded cost of a recruiter during ramp$4-6K / mo
- Weeks of ramp before first placement12-20
- Annual recruiter turnover25-40%
- Average perm placement fee$15-25K
Staffing is where this is already working
Anchor customer
18 months
A multi-office executive search firm running Simmie across offices, with 32 of their own scenarios built - expanding scope rather than renewing flat.
Measured lift
+13.4 pts
Average score improvement across engaged users, with 72.9% improving measurably.
Repeat usage
Top tier
Staffing, recruiting and legal search rank among the highest repeat-usage verticals on the platform - well above the platform average.
Pricing
Start with one desk. Scale when it works.
No per-seat math and no annual contract to start. The team plan pays for itself the first time a recruiter saves a counteroffer or lands a placement they would have lost.
One team
Up to 5 recruiters · Cancel anytime
- Unlimited practice calls for all 5 recruiters
- Scenarios built from your roles and placement fees
- Calibrated scoring on every call
- Manager dashboard with readiness by recruiter
- Works on any phone, no install required
About $70 a recruiter - a fraction of one placement fee
Annual license (priced by team size & integrations)
Pricing built around your organization
Multi-desk and multi-office rollouts are scoped to your headcount, integrations, and reporting needs. We'll walk you through the platform and put together pricing that fits.
- Full platform access
- Personalized recommendations
- Manager dashboards & analytics
- AI Coach + AI Builder
- Certification & readiness tracking
- Custom rubrics & scenarios
Need SSO, in-tenant deployment, or advanced enterprise rollout? See our Enterprise platform.
Before you book the call
Isn't AI roleplay included in the platform we already have?+−
Increasingly, yes - and if all you need is practice, use it. The difference is what the score can be used for. Bundled roleplay gives formative feedback; it isn't built to support a decision about whether someone should be on the phone, and the vendors shipping it publish no reliability evidence for their scoring. Simmie is built for the decision, with the audit trail behind it. Simulator vs. roleplay
Will my recruiters actually use it?+−
They use it when it's tied to something real. A drill with no consequence gets ignored - that's true of every training tool ever bought. A certification standing between a new hire and their own desk gets run repeatedly, often before you ask.
How long does setup take?+−
You can build a working scenario in an afternoon and have your first branch practicing the same week. No integration required to start.
Do you integrate with our ATS or CRM?+−
We do, and for most staffing firms it isn't where you should start. Get one branch certifying first; wire it into your systems once you know the standard is right. See integrations and MCP
Is this AI sales training for staffing agencies, or general sales training?+−
Both work, but the scenarios, rubrics and the pushback the AI gives are built around recruiting conversations - hiring-manager cold calls, fee negotiations, candidate fallout, vendor-of-record brush-offs - not generic B2B software pitches.
What size firm is this for?+−
Firms with roughly 50 to 500 employees and multiple offices, where a branch or regional manager owns a number and a team and can make this decision without a committee.
What about our data?+−
Simmie is SOC 2 Type II certified and built on Microsoft Azure, with SSO, directory sync and audit trails included. Most branch-level buyers never need this conversation; it's there when your security team wants it. See the enterprise platform
Keep reading
Sales onboarding roleplay
Why new hires take three to six months to ramp, and what changes when practice starts on day one.
Use case
AI sales readiness
The discipline of proving capability before a rep is in front of a real buyer.
Use case
Objection handling
Drill the brush-offs that end recruiter cold calls before they start.
Use case
Enterprise platform
SSO, directory sync, in-tenant deployment and integrations for larger rollouts.
Product
Find out where your team actually stands
Twenty minutes. We'll build one scenario against a real desk you're running, score a live call, and show you what the branch view looks like. If the score doesn't tell you something you didn't already know, you've lost twenty minutes.
Book the walkthroughOr run a recruiter simulation yourself first - free, no call required.