Eight Capabilities. Zero Handoffs.
From the first brief to the signed offer, every step runs on one record, so nothing gets re-entered, re-explained, or lost between tools.
Each capability is useful on its own. What makes them a platform is that the requirement written in one is the requirement scored in the next, screened against in the third, and reported on in the last, without anyone re-entering it.
Every Capability, in Detail.
Eight capabilities, in the order the Solutions menu lists them. Open one for what it does, how a team moves through it, and what changes once it is running.
Turn a short brief, a client email or an existing document into a structured, editable job description, with must-have skills separated from the nice-to-haves.
What it does
- Generate a complete job description from a few lines of role context: role summary, responsibilities and qualification sections.
- Parse an existing client JD (PDF or document) into structured fields instead of retyping it into a form.
- Separate must-have skills from preferred ones, so nobody is screened out for missing something that was never essential.
How it works
- 1
Start from a brief, an uploaded document or an existing role.
- 2
Generate: the engine drafts the summary, responsibilities and qualifications.
- 3
Review and edit: recruiters correct anything before the role is published.
- 4
Publish into the workspace with the structured fields attached.
What changes
- A role published in minutes instead of rewritten for the fourth time.
- Consistent role language across recruiters, business units and clients.
- A requirement that matching, scoring and screening can actually read.
Aira’s part
Aira reviews the finished description and says plainly which roles are not ready to source yet, with the clarification drafted for the hiring manager or client.
Faster to Watch It Than to Read It.
Thirty minutes on your own roles will tell you more about all eight than the rest of this page will.
How the Eight Fit Together.
The same record travels the whole way. A requirement written once is the requirement matched against, scored on, screened with, interviewed around and reported on.
- 1
Stage 01
Requirement
The role is captured once, in a form the rest of the platform can read.
- 2
Stage 02
Talent
Candidates become records, are ranked against the role, and carry an explained score.
- 3
Stage 03
Screening
Everyone is asked the same questions, and the answers are scored against the requirement.
- 4
Stage 04
Interviews
Rounds are coordinated from the record, with the evidence already on it.
- 5
Stage 05
Pipeline and reporting
Relationships and activity stay in one place, and the measures come from that activity.
Want to see the eight running as one workflow?
What Stays With Your Team.
The decisions
Shortlisting, submitting, rejecting and hiring require an authorized user. The platform prepares the work; a person takes the step, and it is attributable to them.
The reasoning
Every score opens to the evidence behind it. Descriptions are edited before publication, and screening questions approved before anyone is asked them.
The configuration
Scoring weights, questions, stages, permissions and which capabilities are switched on are set per organization, by your administrators, not by us.
Looking for the Whole Workflow?
These eight capabilities are the parts. The hiring workflow pages describe how a team runs a role end to end: intake, sourcing, screening, interviews, and the pipeline in between.
Before You Ask Us.
See All Eight on Your Own Roles.
See the eight capabilities running against your own roles, your own candidates and your own pipeline. Request a personalized HireAivv demo and we will map the platform to the way your team already hires.
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