For employers
A shortlist, not a pile of CVs
We source the candidates, test their spoken English against a fixed rubric, brief them on your account, and stay in touch after they start. What reaches you is the four people we would put on a call today.
What we recruit for
Phone-based work in Cairo and Giza. If the job lives on a headset, it is probably one we fill.
Inbound support
Agents who can hold a service call in English from week one.
Outbound calls
Sales and survey desks, where tone carries the whole call.
Reservations
Booking desks where accuracy and accent both matter.
Supervisors and QA
Team leads moving up, and QA who can score a call properly.
A few things we don’t compromise on.
Recx’s rules of hiring
A CV tells you who they were.
Ten minutes on the phone tells you who they are.
"Fluent" is a claim, not a grade.
We test it against the same rubric, every time.
A hire that quits in month two is not a hire.
Retention is the only number that settles the argument.
The night shift is a different job.
Hire for it honestly or lose the person by week three.
Nobody no-shows for no reason.
Usually it's the commute, the shift, or a promise nobody kept.
A candidate who asks about the account is a good sign.
It means they intend to stay.
Twenty CVs are not a shortlist.
A shortlist is the four people we would put on a call today.
Speed matters, but so does the truth.
We would rather brief you honestly than fill the seat twice.
Tell us what the seat needs
The account, the shift, the headcount and when you need them. We will come back with a shortlist, or tell you plainly that we cannot fill it.