Human Resources
Example scenario
12 roles a month, 40 candidates each, 5 minutes of screening
→ ~40 hours of screening a month
3 recommended solutions
Go
Find the Right Candidate Sooner
Automate screening, first-round interviews and reporting so your recruiting team spends its time on decisions instead of paperwork.
Core problem it solves
High application volume makes screening slow, and strong candidates accept other offers while the process drags on.
The Interface
A real capture of the product, not a mockup.
The solution compares incoming applications against the requirements of the role and produces a structured assessment. First-round interviews can be run by an AI assistant; answers are recorded and presented to the recruiting team in a comparable format. The decision always stays with people: the system ranks and explains, it does not choose.
Problems It Solves
- Manually screening hundreds of applications for one posting takes days.
- Scheduling first-round interviews stretches the process out.
- When different people assess candidates, criteria drift apart.
- The existing candidate pool is rarely reused effectively.
Key Features
Structured application review
CVs are compared against role requirements and each candidate gets a reasoned fit summary.
AI first-round interviews
Candidates join a text or voice interview at a time that suits them; answers are recorded.
Comparable candidate reports
Every candidate is summarised against the same criteria, which makes shortlisting simple.
Candidate pool search
When a new role opens, suitable profiles from past applications are re-evaluated.
Automatic feedback
Candidates are informed at each stage, so no application ends in silence.
HR system integration
Configured to exchange data with your applicant tracking or HR software.
Benefits
Shorter screening cycle
Assessment runs continuously while the posting is live, so nothing piles up.
Consistent assessment
All candidates are evaluated against the same criteria and the same questions.
Better candidate experience
Candidates are kept informed throughout the process.
A traceable process
You can report how many qualified candidates each source produced.
Use Cases
High-volume hiring
Screening is automated when many contact centre, field or store roles open at the same time.
Technical pre-assessment
Role-specific questions clarify a candidate’s experience and protect your technical team’s time.
Seasonal workforce planning
A candidate pool is built and kept ready ahead of the busy season.
Multi-location hiring
Open roles across cities and branches are managed from a single process.
How It Works
- 1
Define role criteria
Required and preferred qualifications are set per role, together with their weighting.
- 2
Design the interview
We build the first-round questions and the expected answer criteria with you.
- 3
System integration
Application sources and your HR software are connected and the data flow is tested.
- 4
Pilot and roll-out
We start with one role, review results with your team, then widen the scope.
Which Industries Is It For?
Call Centers
Example scenario
30 agents, 1,200 calls a day, 15% abandoned in the queue
→ ~3,600 abandoned calls a month
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GoRetail
Example scenario
80 stores, 15 minutes of head-office correspondence each per day
→ ~400 hours a month
3 recommended solutions
GoLogistics
Example scenario
40 vehicles, 6 hours of driving a day, 10% off-route
→ ~7,200 wasted driving hours a year
3 recommended solutions
GoProfessional Services
Example scenario
15 specialists, 4 hours a week searching documents and templates
→ ~3,100 hours a year
3 recommended solutions
GoFrequently Asked Questions
Does the AI make the hiring decision?
No. The system assesses candidates against your criteria and provides a reasoned summary. Shortlisting and the final decision always remain with your team.
How is candidate data protected?
Candidate data is processed only for assessment. Retention periods and access rights are configured to your policy during setup, and the flow is designed to collect explicit consent.
Does it work with our current HR software?
It can integrate with systems that support API or file-based data exchange. The exact scope is confirmed during discovery.
Do candidates know they are speaking with an AI?
Yes. They are informed at the start of the interview — both a legal requirement and the better experience.
What interview formats are available?
Text-based or voice interviews, or a combination of the two depending on the nature of the role.
Request a Demo for This Solution
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