Different roles.
Setters and closers needed separate paths, not one undifferentiated applicant list.
Revo Hiring
TALENT & RECRUITING / HIGH-TICKET SALES HIRING
More candidates. A clearer way to find the right reps.
We built the path from recruitment ad to final interview—connecting applications, role routing, reminders, and follow-up in one repeatable hiring process.
- 1,746
- Hiring leads
- 47%
- Group-interview show rate
28 attendees from 60 registrations per session. Operator-reported figures; show rate calculated and rounded.
- Blended CPL
- $1.93
Sebastien’s contribution: We built the recruitment ads, application flow, role routing, group interviews, reminders, attendance handling, and follow-up around one hiring process.
Window: May–August 2026
01 / THE BUSINESS
A sales team needs people.
A growing sales team needs a process.
Revo needed to recruit setters and closers. Generating interest was only the beginning: every applicant still needed a clear path into an interview, through assessment, and toward a hiring decision.
Recurring interviews.
Scheduling, reminders, and attendance needed to work every session—not only once.
Clear follow-through.
The team needed a next step for both qualified candidates and people who missed their session.
Candidate identities and private application details are not shown.
02 / THE DECISION
Build the hiring process before volume becomes the bottleneck.
Instead of treating every applicant as another individual scheduling task, we organized the process around recurring group interviews—with separate role paths, reminders, and clear decisions after each session.
03 / WHAT WE BUILT
Three stages.
One connected candidate journey.
01
Give each role its own path.
We paired role-specific ads with a short application, then routed setters and closers into their own hiring paths. The first handoff happened before an interview was booked.
- Role-specific ad
- Short application
- Setter or closer path
02
Meet candidates in groups. Keep the next step personal.
Recurring group interviews created a repeatable first conversation. SMS and email reminders supported attendance, while skills tests and final interviews gave the team a way to assess fit.
- Recurring group interview
- Attendance recorded
- Skills test or final interview
03
Do not let a missed session end the conversation.
Candidates who missed a session entered a defined follow-up path. The team could re-invite them to the next interview instead of starting the process over manually.
- Missed session
- Follow-up and re-invitation
- Next group interview
A hiring system built around volume and clear stages.
1Role-specific adsSetters · Closers
2Short application4–5 fields
3Setter / closer routingRoute by role
4Group interviewRecurring batch sessions
5Skills test or final interviewQualified candidates only
6No-show recyclingRe-invite to next session
Automated reminders
SMS + email before each session
Attendance tracking
Form submissions record who showed up
Role-specific workflows
Separate setter and closer paths
Final interview routing
Qualified candidates move to 1:1
Follow-up and recycling
No-shows re-invited to next session
Explore the hiring system
The full hiring funnel is published as an interactive demo. Open it to explore the landing page, application, group interview, reminders, attendance/recycling, and final interview pages. No data is submitted inside this preview.
Open interactive demohttps://revo-closer-applicat.vibepreview.com/demo
Sandboxed preview — open the full demo to interact with forms.
Workflow and reminder system
Workflow Library
Ad
Role-specific campaigns↓Application
Short intake form↓Group Interview
Recurring batch sessions↓Reminders
SMS + email sequences↓Hiring Decision
Skills test or final interview↓Recycle / Follow-up
No-show re-invitationSystem reconstruction
Reminder system
SMS Reminders
575 closer-reminder and 327 setter-reminder workflow enrollments. These are activity counts, not verified message deliveries or unique candidates.
Email Reminders
Follow-up email sequence for registered candidates.
Attendance Tracking
Form submissions record who attended. No-shows trigger recycling.
System reconstruction
No-show recycling loop
Registered
59–60+ team reported
→
No-show
Did not attend session
→
Recycled
56 recycled candidates
↻
Next Session
Re-invited automatically
Enrollments, not unique people. A single candidate may appear in multiple enrollment counts.
Per-campaign breakdown
Appointment Setters (Jul 2026)
Leads284
Spend$571.21
CPL$2.01
Impressions25,677
Clicks1,126
CPC$0.51
CTR4.39%
Platform measured
Remote Closers (Copy 3)
Leads323
Spend$706.24
CPL$2.19
Impressions24,337
Clicks564
CPC$1.25
CTR2.32%
Platform measured
Remote Closers (Copy 2)
Leads1,139
Spend$2,085.22
CPL$1.83
Impressions81,440
Clicks1,950
CPC$1.07
CTR2.39%
Platform measured
ENROLLMENTS, NOT UNIQUE PEOPLE
Historical Workflow Enrollments
575
Closer reminders
327
Setter reminders
56
Recycled candidates
39
Final-interview invitations
22
Attendance-form submissions
Results & impact
- 1.1,746 platform-measured hiring leads entered the campaign system.
- 2.Group interviews became the recurring interview format documented in the workflow.
- 3.Reminder and recycling workflows handled follow-up around scheduled sessions.
- 4.Historical enrollment counts describe workflow activity, not unique candidates or hires.
04 / RESULTS & CLIENT FEEDBACK
MAY–AUGUST 2026
1,746
Hiring leads. One repeatable process behind them.
Platform-measured campaign leads—not a count of qualified applicants or hires.
- Total ad spend · Platform measured
- $3,362.67
- Blended cost per lead · Calculated
- $1.93
Group interviews / Attendance
28 candidates in the room per session.
- Registrations per session
- 60
- Attendees per session
- 28
- Group-interview show rate
- 47%
Operator-reported session figures. Show rate calculated from 28 attendees and 60 registrations; rounded to 47%.
Lead volume does not equal qualified applicants or hires. Historical workflow enrollments describe process activity, not unique candidates.
Revo / The team’s feedback
Branden RevoMessaged on Slack
“Great work with the ads.”
“We have more than enough reps.”
🔥 2
Branden said the team could pause recruitment ads because they had more than enough reps.
Excerpts reordered for readability. Capitalization and punctuation adjusted.
Result and impact
Recruiting moved from scattered screening into one defined process.
The system connected acquisition, applications, role routing, recurring group interviews, reminders, attendance tracking, final interviews, and recycling around one hiring flow.
Hired count, time-to-hire, retention, applicant quality, and revenue impact remain separate measurement gaps.
See the wider story.
What is it like to work with us?
HIRING VOLUME WITHOUT A CLEAR PROCESS?
Build the system around the candidate journey.
We can help connect sourcing, screening, interviews, reminders, follow-up, and team handoff into one repeatable hiring process.