HEAR THE WORKING STYLE
Hear how they handle pressure before you hire them
Written confidence and spoken confidence are not the same thing. Opus assesses English fluency in real conversation, because the person you hire will need to explain, decide and represent your company live.
FROM WORDS TO WORKING TRUST
The interview starts with how the person thinks aloud
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01
Describe the conversations
We define who the role speaks with, what pressure sounds like and which decisions must be explained clearly.
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02
Screen the regional pool
Sourcing reaches across Latin America, then the eight-layer process narrows the field.
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03
Listen for the real thing
Live English, communication under pressure, references and role fit are assessed before your calendar.
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04
Meet a person, not a profile
Your interview can focus on judgment and fit because the basic communication bar is already tested.
ABOUT COMMUNICATION SCREENING
What we listen for before the interview
Do you test English with a written assessment?
Live conversation is part of the screening. The role may require customer calls, escalations and clear teamwork, so written confidence alone is not enough.
Is communication the only thing you vet?
No. The eight layers cover skills, English, references, role fit, working style and AI certification.
Can the person work with customers directly?
Yes, when the role calls for it. Customer empathy and professional communication are part of the bar for CSR, support and customer-success seats.
How soon can we hear candidates?
The shortlist generally arrives in three to five days after the discovery call.
HEAR THE DIFFERENCE
Interview the person behind the polished résumé
Tell us what the role has to communicate under pressure. We will test the conversation before we put it on your calendar.
Start hiring