AI Hiring Platform for Teams in India

The inbox problem is ordinary. A role attracts more CVs than a recruiter can read well, the first calls repeat the same five questions, and the hiring manager meets people before anyone has evidence. The pipeline is the work between “JD posted” and “panel’s first meeting”. It is not a decision to hire.

Every stage below is copied from the employer product that ships at /employers. If a capability is missing from this list, it is not something you can buy today. The interview-specific page — what the candidate sits, what the brief contains, and what is not captured — is the AI interview platform.

1. 01 · Job description

   Drop the JD. It fills itself in.

   Paste a JD, or start from a title and a few bullets. The AI drafts the structured role — skills, experience band, locations, knockout questions — and flags requirements that are too vague to screen against. You publish it, not the AI.

   • Draft from a title + notes, or extract structure from a pasted JD
   • Tagged skills drive the matching; experience band and CTC band are yours to set
   • Vague requirements flagged before they cost you a bad shortlist
   • On publish, the JD's own interview mock and grading rubric are generated

2. 02 · Applications & the graded pool

   Ranked, with the reason written down.

   Graded applicants rank on top, each with a short explanation of why they placed where they did — citing skills, mock evidence and readiness signals. Ungraded applicants sit below with a one-click invite to the mock.

   • “Why #1 is #1” — a written rationale per candidate, not a bare score
   • Knockout questions and hard filters applied before ranking
   • Bulk advance, or reject with a templated, candidate-respectful reason
   • Every candidate ever graded for you stays searchable in your talent pool

3. 03 · First screen

   The facts, filed before a person sits down.

   What runs today is an async, role-specific AI interview — spoken or typed — graded against that job's rubric. The scene beside this is a sample of the facts a first screen should capture. An outbound phone dialler is not connected.

   • Questions are generated with the job description and can be previewed before anyone is invited
   • A round goes out by hand, or on its own when a score clears the bar you set
   • Below the bar, nothing is sent and nobody is rejected — a person decides
   • Notice period, pay and outcome in the scene are a sample checklist, not a live call recording

4. 04 · Interview rounds

   L1, L2, or a round you design.

   Each round says what it tests, how long the candidate has, and whether it is sent by hand or when a score clears a bar. AI interview and multiple-choice rounds run on the platform. A human round is a conversation you hold — tracked here, not generated.

   • Question source per role: the bank generated for the job, weighted to the skills that round tests
   • Rounds you design: AI interview, multiple choice, or a human round you run yourself
   • Questions already asked are not asked again on the next round
   • A human round cannot be automatic. There is no slot-booking network behind it yet — you record the outcome on the pipeline

5. 05 · Pipeline & automation

   Watch every stage move.

   Kanban or table, one board per role. Every transition — yours or a rule's — is an event with the actor named on the candidate's timeline.

   • Applied → Graded → Shortlisted → L1 → L2 → Human round → Offer → Hired
   • A rule listens for a graded application or a graded round, then advances or parks
   • When you save a rule, you see how many current graded applicants already clear its bar
   • Automation can park for review. It cannot reject, and it cannot release an offer

6. 06 · Evidence

   See the proof, not just the score.

   A graded round leaves the answers, the per-dimension scores, and a short read of what was strong and what was thin. Until grading finishes, the score stays empty. The flag panel in the scene is a sample: camera and window-switch checks are not captured yet, so an empty session is not a pass.

   • Dimension scores and an overall, written only after the answers exist
   • Strong moments and concerns, grounded in what was actually said
   • Empty means not graded — it is never filled in to look complete
   • A flag, when you have one, never auto-rejects. Camera checks are not captured, so a blank panel is not a pass

7. 07 · Decision & offer

   A written brief before you meet anyone.

   Your team gets a graded report per candidate — every round, every score, every flag — so the first human conversation starts at the interview, not at CV triage.

   • Round-by-round breakdown with scores and reasoning
   • Answers, dimension scores and the written summary, only after grading
   • Hiring-manager comments and @mentions kept internal to your workspace
   • Offer release always takes an explicit human action — it is never automated

“Hire pre-interviewed talent” is the agency shape of the same pipeline. We operate the JD, the shortlist, the screening, and the rounds on the BrowseJobs graded candidate pool, and you receive the graded report per finalist. You still decide. A report is not an acceptance, and a candidate who has completed an AI round has not been hired.

The other shape is your own inbound. You publish the JD in the workspace, point applicants at it, and they arrive graded against the bar you set. Your team keeps the decisions. A hiring CRM can be added later, scoped and priced separately. It is not required to start.

These are process sketches from the employer page: a services firm with many seats, a product company hiring one senior person, a startup with no recruiter. They describe who does which step. They are not measured time savings, and they are not a promise about your req.

Onboard, connect roles, and run the pipeline at no cost for six months. No card. No lock-in. Before that period ends we meet and agree what happens next. Agency is 8% of annual CTC per successful hire. The per-interview alternative is priced against your volume on that call — the site does not print a rupee figure for it, so this page will not invent one. Interview-only hiring is available on that second model. Nothing is charged without a written agreement.

A hiring team evaluating software should know the absences. Full background verification, a public API, ATS import, and semantic candidate search are written down as not built. Treating the roadmap as the product is how evaluations go wrong. If one of these is a condition of signing, raise it on the call and expect a direct answer about timing.