Does this replace our interviewers?

No. It replaces the repetitive first screen. Every hiring decision stays with your team, and the system is built to hand off evidence rather than verdicts.

Can you speak to our compliance reviewer?

Yes. Bring them to the call — questions about logging, candidate notice and contestability are easier answered directly than in a document.

Alexandre Fonseca

A conversation about your hiring workflow

For talent and hiring teams who are spending too much of the week on first-round screening. We will go through your current funnel step by step and work out which parts are worth automating and which are not.

Chamada de vídeo

America/Sao Paulo

agosto de 2026

dom.

seg.

ter.

qua.

qui.

sex.

sáb.

Choose a date

Loading times…

Book this if

Your team runs repetitive first-round interviews at volume.
Screening is the bottleneck between applying and a hiring-manager conversation.
You need structured, comparable evidence across candidates rather than notes.
You have to explain your process to a compliance or legal reviewer.

What we will cover

1Your funnel as it runs today, with real numbers if you have them.
2Where an AI interview fits, and — just as important — where a human still has to.
3How candidate evidence is recorded, scored and shown back to your team.
4What auditability looks like: what is logged, what a candidate can contest, and how.

What you leave with

A concrete view of which stage to change first, and an honest estimate of the effort involved.

FAQ

Does this replace our interviewers?: No. It replaces the repetitive first screen. Every hiring decision stays with your team, and the system is built to hand off evidence rather than verdicts.
Can you speak to our compliance reviewer?: Yes. Bring them to the call — questions about logging, candidate notice and contestability are easier answered directly than in a document.