Use caseScreening

First-round screening, always on.

AIRA runs first-round screens by voice or chat, in 30+ languages, against your rubric, in your tone. Recruiters review the top. Candidates get answered in minutes, not days.

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01What goes wrong today/ four failure modes

Why first-round screening is the funnel's biggest leak.

First-round calls eat the recruiter's day

30 minutes per call, 30 calls a week. Most of them are screening for things you could have asked at the application stage.

Candidates wait days for a response

The good ones move on. The drop-off between application and first contact is the single biggest leak in the funnel.

Inconsistent screening, hard-to-defend rejections

Different recruiters score differently. Different days yield different judgments. The candidate who asks 'why was I rejected' deserves a real answer.

Notes scattered across tools

Voicemail, scribbled notes, an email summary, maybe a scorecard. Half the data never makes it to the candidate record.

02How AIRA does it/ five mappings

What changes line by line.

TodayWith AIRA in Vitae
Recruiter calls 30 candidates a week, 30 minutes each.AIRA calls every applicant within minutes of the application.
Different recruiters score differently. Hard to defend.Same rubric, every call. Structured scoring with reasoning, audit trail per candidate.
Notes live in someone's notebook or a chat thread.Transcript, summary, score, and recording all land on the candidate record.
Candidates outside business hours wait until tomorrow.AIRA runs 24/7 in 30+ languages. Candidates get a response in minutes.
Recruiter spends Friday afternoon catching up on notes.Recruiter reviews ranked top 10. Spends Friday afternoon on the candidates that matter.
03What you get back/ four wins

What changes when AIRA handles first-round.

Capacity multiplied

First-round capacity goes from ~30 candidates a week per recruiter to effectively unlimited. AIRA does not get tired.

Response time in minutes

Candidates get contacted while they are still excited about the role. Drop-off in the funnel collapses.

Defensible scoring

Same rubric, same questions, same scoring. Every rejection has reasoning. Every review pack has the receipts.

Recruiter time on the right candidates

Recruiters spend their hours on the candidates AIRA flagged as worth a real conversation.

04FAQ/ six questions

Common questions.

Short answers to the questions we get most often. Need more detail? Talk to sales.

Yes. Disclosure happens before the call starts. Candidates can opt to talk to a human instead. Most prefer AIRA because they get answered immediately.
05Related use cases/ same category

More in screening.

Batch screen and rank shortlists

Score every candidate against the JD. Surface the top 10. Show the reasoning so recruiters can audit.

Build it →

Fit scoring with evidence

Every score comes with the resume lines that justified it. No black-box rejections.

Build it →

Knockout filtering at application

Right to work, location, comp expectation, notice period. Hard knockouts at the form, not the recruiter.

Build it →

Reference call script generation

Per-candidate reference scripts that probe the gaps you actually care about.

Build it →

Let AIRA do the first round.

Same rubric every time. Recruiters review the top. Candidates get answered in minutes.

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