How TalentFlow's recruiting team raised offer acceptance by 28% and candidate NPS by 22 points
Mia Holbrook
Head of Talent, TalentFlow
+28%
Offer acceptance
+22 pts
Candidate NPS
−34%
Late-stage drop-off
4.4/5
Avg call score
The Challenge
Before Koachly
TalentFlow, a boutique recruiting firm placing mid-market SaaS talent, was losing candidates at the worst possible moment — the final interview and offer stage. With eight recruiters managing complex multi-stakeholder hiring processes, consistency in candidate experience was hard to maintain. 'We were getting candidates excited at the screening stage and then watching them ghost us at the offer stage,' says Mia Holbrook, Head of Talent. 'We knew the problem was in our conversations, but we couldn't see it.'
The Story
Candidates who said yes to the first call, then vanished
TalentFlow's pipeline data told a concerning story: screening call conversion was strong, but 29% of candidates who reached the offer stage were either declining or going silent. Mia's team combed through exit surveys and spotted a theme — candidates felt unprepared for compensation conversations and unsupported through the counter-offer phase. 'Our recruiters were technically capable,' Mia says, 'but they were improvising the most important part of the conversation.'
Turning instinct into a repeatable system
When TalentFlow loaded its best-performing recruiter's discovery and offer calls into Koachly's Personal AI Brain, patterns emerged immediately. High-converting calls featured a specific cadence: acknowledge hesitation first, validate the concern, then redirect to the candidate's stated priorities. This sequence had never been documented — it was just something one recruiter had naturally developed. With Koachly, every recruiter now had that language surfaced in real time when candidates signaled hesitation.
NPS as a lagging indicator of conversation quality
Within 60 days, TalentFlow saw candidate NPS climb from 38 to 55, and it reached 60 by the end of Q2. The team credits Koachly's call scoring for making the invisible visible — recruiters could see exactly which moments in each conversation correlated with candidate drop-off. Monthly team debriefs shifted from intuition-based discussions to data-backed reviews. 'We used to argue about what was causing drop-off,' says one senior recruiter. 'Now we just look at the scores.'
Features Used
How TalentFlow uses Koachly
Surfaced the right language during tricky compensation conversations and candidate hesitation signals — the moments most likely to predict offer acceptance.
Each recruiter's top discovery calls were indexed so Koachly could recognize patterns from their own high-converting conversations and reflect them back in real time.
TalentFlow's candidate objection library — competing offers, relocation hesitation, culture-fit concerns — loaded once and available across the whole team.
Post-call scores let recruiters identify exactly where candidates were signaling hesitation, replacing intuition with data.
The Results
Before & after
| Metric | Before Koachly | After Koachly |
|---|---|---|
| Offer acceptance rate | 54% | 69% |
| Late-stage drop-off | 29% | 19% |
| Candidate NPS | 38 | 60 |
| Avg call score | 3.3 / 5 | 4.4 / 5 |
| Time-to-close (from offer) | 8.2 days | 5.4 days |
“Recruiting is a relationship business. Koachly doesn't replace the human element — it amplifies it. Our recruiters are more confident, our candidates feel better supported, and our numbers reflect it.”
Mia Holbrook
Head of Talent, TalentFlow
FAQ
Common questions
Does Koachly work for video calls, not just phone?
Yes. TalentFlow's team runs most candidate conversations over Zoom and Google Meet. Koachly's desktop app works seamlessly with both.
Can recruiters share their Personal AI Brain content with the team?
Highlights can be promoted from a recruiter's Personal Brain to the Company Brain by an admin, which is how TalentFlow built out their team-wide objection library.
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