Getting started

Experience it before you commit.

After your demo you get your own ORCA, already set up with a sample team, sample calls and sample scores. Nothing to configure. When you're ready, we prove it on your own calls.

See ORCA on real recruitment scenarios
Then explore your own sandbox, set up for you
No company data needed to get started
See the steps

Book a demo

How it works

Four steps from first call to proof.

Step 1

Demo

We show you ORCA and how it fits the way your team develops recruiters.

YouTell us how development works in your business today.
Step 2

Your sandbox

Your own ORCA, loaded with a sample team. We do the setup.

YouTry it as a recruiter, as L&D and as a leader.
Step 3

Review

We go through what you've seen and cover anything you haven't.

YouBring your questions, and anyone who needs to see it.
Step 4

Your calls

We connect your calls, calibrate to your standard and run a four-week pilot.

YouOne owner, and your leadership at the end.
Your sandbox

Don't configure it. Experience it.

By the review, you'll know how ORCA would work with your people, your calls and your content.

Take a call yourselfPick a recruitment scenario with the ORCA Coach. Get scored and coached, then try again and watch the score move.
Follow the evidenceGo from a team insight to a score, to the evidence behind it, to the actual conversation.
Watch the loop runSee ORCA spot a performance gap for one recruiter, build the practice scenario and assign it.
See where your content fitsYour courses, your training material and your best calls. Switch ORCA's own content off if you want.
See the L&D viewHow one owner runs development across the whole business.
See what managers getThe insight on their people, with nothing for them to run.

Sample data only. None of your company data is connected to the sandbox.

At the end of the pilot

Three answers your leadership will want.

Pilot report · Contract teamWeek 4
What ORCA found
  • Vacancy qualification was the biggest quality gap on calls: budget and decision maker missed on most briefs
  • "We already use agencies" was accepted, not explored
  • Next steps offered, rarely agreed with a date
What it did
  • Sent your qualification playbook and two of your best calls to everyone who needed them
  • Built ORCA Coach practice calls for each target behaviour
  • Tracked every assignment to completion
What changed ▲
  • Vacancy qualification up on real calls across the cohort
  • Recruiters who improved came off the list
  • The few who didn't are flagged for human coaching, with the evidence
The pilot

Four weeks on your own calls.

Week 1

Calibrate

ORCA connects to your calls, takes in your content and scores a baseline.

YouAgree what good looks like, point us to your best calls, and check ORCA's scoring matches your judgement.
Week 2

Diagnose

ORCA finds the performance gaps across the team and for each person.

YouCheck the findings and choose 2 or 3 behaviours to fix.
Week 3

Develop

Targeted lessons and ORCA Coach practice go out. Completion is tracked for you.

YouL&D accepts and assigns. Recruiters practise. Managers get the updates, with nothing to log in to.
Week 4

Prove

ORCA listens to the next real calls and reports what changed.

YouReview the results with your leadership.
What you need

Less than you think.

Nothing needs rebuilding. It all already exists in your business.

☎

Your calls

Connected from your dialler or VoIP.

▤

Your content

Playbooks, scripts, training material, or your LMS.

◎

A cohort

Rookies, a desk or a team.

✎

One owner

Usually L&D or ops, with a senior sponsor behind them.

Book a demo

Tell us about your team.

We'll shape the demo around how your team develops recruiters today.

Book a demo