The real problem with phone screens is that unless you (as a recruiter) trust an unbiased third party to do phone screens at the level of rigor that you would do them yourself (rather than being incentivized, as recruiting agencies often are, to try to maximize the number of candidates they give to you), you have to do phone screens yourself with every candidate, requiring NM conversations. If you do solve that problem of trust, then you just need K(N+M) conversations, where each recruiter and each candidate establishes a relationship with one of K third parties, wherein the recruiter is notified about the candidate iff the candidate passes the third party's screens. https://triplebyte.com/ is trying to be such a third party, establishing trust with YC alumni; there are likely others. From a friend going through the process as a candidate, it seems that they have a high level of rigor and are placing him in good later-stage interviews.
Hahahah! You just made me think of creating a chatbot to answer people's questions about me for phone screen interviews, since answering the same questions over and over and over again has gotten me to the point where I sometimes procrastinate getting back to recruiters because I don't want to go through the process for the fiftieth time.
"How much experience do you have with Unity?" <chatbot-version-of-me>: "I worked with Unity on projects blah and blah and....". "Tell me more about your leadership in project blah?" <chatbot-version-of-me>: "With project blah, I was in charge of X number of people. The project was completed over a period of X months and ...etc."
Pretty much! I'd also include narrative answers about challenges overcome, accomplishments, etc. and boilerplate about how great the company is, respectively.
It's critical to have the interviewer side fully automated as well, so the bots can all talk to one another and just ping us when things match up. Imagine the hyper conversations from the movie Her, but for jobs.
Shameless plug of a tool I built which might help you with this, especially if you're hiring developers.
It'll automatically research the applicants who apply to your open position and collect github profiles, repos, and do it's best to rate them appropriately.
By the time we'll have an AI that can do that well, the same AI will likely to be able to do both your and the recruiters job, so the phone screen won't be necessary.
Basically I want both sides to be faithfully represented by conversational AI, inclusive of demeanor, domain knowlege, and general aptitude.