is AI screening software built for technical hiring at scale. It sits between the moment a candidate applies and the moment a recruiter spends time on them — running automated interviews, custom assessments, and integrity-verified evaluations as one combined screening layer.

For recruiters and hiring teams, the platform removes manual screening entirely from early-stage hiring. Instead of phone screens and Level 1 interviews, candidates go through AI-powered workflows that validate actual skill — before any human effort is spent.

Core products:

AI Interviews — Async technical interviews conducted by a 3D avatar that reads the candidate's resume and the job description, then asks dynamic, context-aware questions that adapt in real time. Three modes: fully automated, manual (your questions), or hybrid. Delivers PDF reports for every candidate.

AI Assessment Builder — Paste a job description and get a full, role-specific technical test in under 2 minutes. No static question banks. Questions are generated to match the actual skills in the JD. Candidates are auto-ranked on a leaderboard. HireFlow — Hiring workflow orchestration that turns a job role into a configured, multi-stage pipeline. Assign assessments and interviews at the right stage, move candidates automatically, and hand off a ranked shortlist to the ATS.

BrewShield — Built-in proctoring across camera, screen, voice, and keystroke monitoring. Every assessment and interview session is integrity-checked. Suspicious behavior is flagged and logged in a full report.

is not an ATS. It doesn't replace Greenhouse, Lever, or Workday — it integrates alongside them. The platform's job is to ensure that by the time a recruiter opens a candidate profile, that candidate has already been evaluated, ranked, and integrity-verified.

Who uses it: TA Leads, HR Directors, and CHROs at staffing firms, IT consulting companies, Global Capability Centers (GCCs), and campus hiring teams. Typical team size: 200–5,000 employees. Built for teams hiring 50+ candidates per quarter in technical roles.

Key outcomes: Reduce technical team involvement in early-stage screening, eliminate scheduling delays on Level 1 interviews, and deliver a ranked, validated shortlist — not a stack of resumes.