Industry

Call center & contact center staffing

Contact centers are judged on attrition and adherence. We look for reps and leaders who can handle the call volume, keep their quality scores up when it gets busy, and stay in the job.

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High-volume hiring is where staffing usually goes wrong. Quality drops as the numbers go up, and attrition eats the savings. We keep the same screening standard for a large class as for a single hire, so the agents who start are more likely to stay and perform.

Roles we place

  • Inbound Customer Service Representatives
  • Outbound & Telesales Representatives
  • Collections Agents
  • Bilingual Contact Center Agents
  • Quality Assurance (QA) Analysts
  • Workforce Management Analysts
  • Team Leads & Floor Supervisors
  • Contact Center Managers
Inbound / Outbound Genesys Five9 WFM AHT & SLA Bilingual

How we staff Call Center

Every program starts with your metrics and a picture of the agent who does well on your floor. Here is how a ramp goes from kickoff to qualified starts.

1. Discover

We learn your metrics (AHT, adherence, QA thresholds), your systems, and what the agents who last past the first paycheck have in common.

2. Source

We recruit through job postings and referrals, and build a candidate pool big enough to fill whole classes on your training calendar.

3. Screen

Communication and aptitude assessments, typing and data-entry tests, systems and CRM proficiency, and reference checks. For big ramps we also help with onboarding and QA.

4. Deliver

Qualified starts arrive in classes, timed to your training dates. We keep backup candidates ready for the no-shows that come with any large class.

Screening & compliance

High-volume hiring only works if the screening holds up. Depending on the role, that can include:

  • Communication and aptitude assessments
  • Typing and data-entry tests
  • Background checks
  • Systems and CRM proficiency
  • Reference checks (plus scaled onboarding and QA for large ramps)

Best-fit engagement models

Most contact center hiring fits one of these. We will tell you which one suits your program and timeline:

National High-Volume →Stand up entire programs and shifts. Contract & Temp →Seasonal spikes and coverage. Contract-to-Hire →Convert your best agents to permanent.

Why Pheenix for Call Center

Your recruiter treats attrition as our problem too, so we screen for people likely to stay. We plan to your ramp dates, keep backups ready for no-shows, and stay in touch through the first weeks, when most turnover happens.

Scale your floor without the churn

Inbound reps through contact center supervisors, screened for people who can handle the volume and stay.

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