Recruiter viewLeadership view
Platform capabilities

Eight Capabilities. One Connected Hiring Platform.

JD generation, resume parsing, matching, scoring, screening, scheduling, CRM and analytics are not eight tools stitched together with integrations. They are one workspace sharing one record of the role and the candidate — so every step keeps the context the step before it captured.

Browse the capabilities

Smart Requisition Intelligence

Requirement

Predictive Talent Intelligence

Talent

Instant Talent Match

Talent

Precision Fit Scoring

Talent

Seamless Hiring Ops

Interviews

Structured Interview Coach

Screening

Personalized Candidate Engagement

Pipeline

Actionable Hiring Insights

Reporting

Smart Requisition IntelligencePredictive Talent IntelligenceInstant Talent MatchPrecision Fit ScoringSeamless Hiring OpsStructured Interview CoachPersonalized Candidate EngagementActionable Hiring Insights
Core promise

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.

What the platform does

Every Capability, in Detail.

Eight capabilities, in the order the Solutions menu lists them. Each one covers what it does, how a team moves through it, and what changes once it is running.

Capability 01Requirement

Smart Requisition Intelligence

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. 1Start from a brief, an uploaded document or an existing role.
  2. 2Generate — the engine drafts the summary, responsibilities and qualifications.
  3. 3Review and edit — recruiters correct anything before the role is published.
  4. 4Publish 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.

Works with

Predictive Talent IntelligencePrecision Fit Scoring

Want to see Smart Requisition Intelligence running on your own roles?

Capability 02Talent

Predictive Talent Intelligence

Every resume that reaches your team becomes a structured, searchable candidate record — one at a time, or a folder at a time.

What it does

  • Extract skills, titles, employers, education, tenure and contact detail from documents into a structured profile.
  • Handle bulk uploads, so an agency spreadsheet or a folder of applications arrives as records rather than attachments.
  • Normalize titles and skills, so the same skill written three different ways is still one skill when you search for it.

How it works

  1. 1Upload one resume, a batch or a partner submission.
  2. 2Extract — the engine reads the document into structured fields.
  3. 3Normalize and de-duplicate against the talent pool you already have.
  4. 4The profile is live for search, matching and scoring.

What changes

  • A talent pool that is still searchable months later, not a folder of attachments.
  • Screening that starts from structured evidence instead of a skim.
  • Every candidate your team has ever touched stays reachable for the next role.

Aira’s part

As profiles land, the engine scores them against the roles that are already open — so a strong candidate is not waiting for someone to notice them.

Works with

Instant Talent MatchPrecision Fit Scoring

Want to see Predictive Talent Intelligence running on your own roles?

Capability 03Talent

Instant Talent Match

Point a role at your talent pool and get a ranked shortlist back — scored on that role's own criteria, with the reasoning attached to every result.

What it does

  • Rank your database against a role in one pass, matching on meaning rather than keyword overlap.
  • Resurface candidates sourced for earlier requirements who were screened, fit, and never submitted.
  • Rank on the role's own weighting, so a rare must-have is not diluted by a long list of preferences.

How it works

  1. 1Pick the role — the criteria configured on it are the criteria used.
  2. 2The engine scores the pool, including candidates added for other requirements.
  3. 3Review the ranking and the reasoning behind each result.
  4. 4Shortlist into the pipeline, or refine the criteria and run it again.

What changes

  • A ranked shortlist to open, instead of hundreds of raw profiles to trawl.
  • No re-sourcing — and no re-paying for — talent your team already owns.
  • A reason for every shortlist decision that survives a client conversation.

Aira’s part

Aira explains the ranking where you are working: which must-have carried a candidate to the top, and which gap is worth a call before you submit.

Works with

Predictive Talent IntelligencePrecision Fit Scoring

Want to see Instant Talent Match running on your own roles?

Capability 04Talent

Precision Fit Scoring

One score per candidate per role, broken into the parts it came from — and weighted by the people who are accountable for the hire.

What it does

  • Score skill match, role match and job-requirement match separately, then aggregate them into one fit score.
  • Configure the weighting per role, so scoring reflects what actually matters for that hire rather than a fixed formula.
  • Show the breakdown on the candidate profile, where each component opens to the evidence behind it.

How it works

  1. 1Confirm the must-haves and the weighting on the role.
  2. 2The engine scores every candidate attached to it.
  3. 3The recruiter reads the breakdown, not just the total.
  4. 4The decision — shortlist, hold or reject — is recorded against the record.

What changes

  • Consistent evaluation whichever recruiter is working the role.
  • A shortlist you can defend to a hiring manager or a client, component by component.
  • Less time spent arguing about instinct, more spent on the candidates worth it.

Aira’s part

Aira states why a candidate scored the way they did and what a second look would need to establish — so a recruiter can disagree with the reasoning, not just the number.

Works with

Instant Talent MatchStructured Interview Coach

Want to see Precision Fit Scoring running on your own roles?

Four down, four to go

Faster to Watch It Than to Read It.

Thirty minutes on your own roles will tell you more about the remaining four capabilities than the rest of this page will.

30-minute walkthrough Mapped to your roles No credit card
Capability 05Interviews

Seamless Hiring Ops

Coordinate panels, candidates and rounds from the candidate record — invitations, reminders, reschedules and joining links included.

What it does

  • Book rounds against panel availability instead of running the coordination over an email thread.
  • Send invitations and reminders to the candidate and the panel, and handle reschedules on the same record.
  • Track every round of a multi-stage loop, with the interviewer assigned and the joining link attached.

How it works

  1. 1Request availability from the panel and the candidate.
  2. 2Book the round — invitations, joining link and reminders go with it.
  3. 3Confirm, or reschedule in place if something moves.
  4. 4Capture the outcome and the notes on the candidate record.

What changes

  • Coordination that costs a fraction of the follow-up it used to.
  • Candidates who are not lost in the gap between two rounds.
  • Scheduling delay that shows up in your analytics instead of staying invisible.

Aira’s part

Aira flags the rounds nobody has scheduled and the panels that have not shared availability, with the follow-up drafted and the owner named.

Works with

Structured Interview CoachPersonalized Candidate Engagement

Want to see Seamless Hiring Ops running on your own roles?

Capability 06Screening

Structured Interview Coach

Ask every applicant the same role-specific questions, capture the answers against the requirement, and let only the candidates who clear your bar reach a recruiter's calendar.

What it does

  • Generate screening questions from the role, for your team to review and edit before anything is asked.
  • Run screening as an AI phone call or a shared question set, and capture the answers on the candidate record.
  • Score the answers against the role's must-haves, with the transcript and a summary attached.

How it works

  1. 1Generate the question set from the requirement.
  2. 2Review and approve it — nothing is asked that your team has not seen.
  3. 3Screening runs, and the answers are captured and scored.
  4. 4Qualified candidates move forward; the rest stay searchable, with the evidence attached.

What changes

  • First-round screening that is consistent regardless of who ran it.
  • Recruiter time spent on candidates who are already qualified.
  • A recorded, evidence-backed reason behind every screening outcome.

Aira’s part

Aira asks the questions your team configured and chases the answers that never arrived. She does not reject a candidate, and she does not contact one outside the automation your administrators switched on.

Works with

Precision Fit ScoringSeamless Hiring Ops

Want to see Structured Interview Coach running on your own roles?

Capability 07Pipeline

Personalized Candidate Engagement

Clients, sourcing partners, candidates and every conversation about them — kept on the records they belong to rather than in somebody's inbox.

What it does

  • Hold client and partner records with their contacts, roles, submissions and commercial context.
  • Track a candidate relationship across every role they have been considered for, not only the one they applied to.
  • Log calls, emails and messages on the candidate and client record, so a handover is a link rather than a briefing call.

How it works

  1. 1Capture the client, partner or candidate relationship once.
  2. 2Work the pipeline — stages, owners and submissions stay on the record.
  3. 3Every interaction is logged where the next person will look for it.
  4. 4Hand over, cover or escalate with the context already attached.

What changes

  • No context lost when a recruiter leaves, covers a desk or picks up a role mid-search.
  • Clients, partners and candidates worked from one workspace instead of three trackers.
  • Follow-ups that happen because they are owned and visible, not remembered.

Aira’s part

Aira flags the candidates going cold and the client feedback that has stopped moving, and drafts the check-in. The message goes when a person sends it.

Works with

Seamless Hiring OpsActionable Hiring Insights

Want to see Personalized Candidate Engagement running on your own roles?

Capability 08Reporting

Actionable Hiring Insights

Live reporting on intake, match quality, pipeline momentum and stage conversion — built from the same records your team is already working in.

What it does

  • Track candidate intake and match quality across the intake window, role by role.
  • See pipeline momentum, and which requirements are ageing or under-supplied.
  • Break stage distribution and conversion down from screening through to onboarded.

How it works

  1. 1Your team works the pipeline in the platform.
  2. 2The measures update from that activity — there is no separate reporting exercise.
  3. 3Read where the pipeline is slowing and which stage is costing the time.
  4. 4Act on the role or the candidate record the number came from.

What changes

  • Leadership visibility without a weekly spreadsheet assembled by hand.
  • The slow stage identified rather than guessed at.
  • Source, partner and recruiter performance judged on evidence.

Aira’s part

Aira names the stage that is costing you the most time, using your own stage timings rather than an industry benchmark. What you change about it stays your call.

Works with

Personalized Candidate EngagementInstant Talent Match

Want to see Actionable Hiring Insights running on your own roles?

One connected platform

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. 1

    Stage 01

    Requirement

    The role is captured once, in a form the rest of the platform can read.

    Smart Requisition Intelligence
  2. 2

    Stage 02

    Talent

    Candidates become records, are ranked against the role, and carry an explained score.

    Predictive Talent IntelligenceInstant Talent MatchPrecision Fit Scoring
  3. 3

    Stage 03

    Screening

    Everyone is asked the same questions, and the answers are scored against the requirement.

    Structured Interview Coach
  4. 4

    Stage 04

    Interviews

    Rounds are coordinated from the record, with the evidence already on it.

    Seamless Hiring Ops
  5. 5

    Stage 05

    Pipeline and reporting

    Relationships and activity stay in one place, and the measures come from that activity.

    Personalized Candidate EngagementActionable Hiring Insights

Want to see the eight running as one workflow?

Control

What Stays With Your Team.

The decisions

Shortlisting, submitting, rejecting and hiring require an authorized user. The platform prepares the work and recommends a next step; a person takes it, and the action is attributable to them.

The reasoning

Every score opens to the resume lines and screening answers behind it, generated job descriptions are edited before publication, and screening questions are approved before anyone is asked them.

The configuration

Scoring weights, screening questions, stages, permissions and which capabilities are switched on are all 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.

Job & Requirement Management

Generate JDs, configure scoring criteria, and manage every open role.

Read more

Meet Aira

The copilot that reads what these eight capabilities capture.

Read more
Frequently asked questions

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.