400 applications. A ranked shortlist before lunch.
The AI reads every CV, interviews the promising ones, and hands you a ranked shortlist with evidence for every score. Your recruiters stop reading applications and start closing candidates.
The screening trap
The best candidate is in your pile. You'll never reach them.
A good job post attracts hundreds of applications. Screening them properly takes days you don't have — so nobody screens them properly.
Skimming instead of screening
With minutes per CV at best, screening becomes keyword-spotting. Strong candidates with unconventional paths get skipped; polished CVs with thin substance get through.
Speed loses candidates
The best applicants are gone in days. While your team schedules first-round calls into week three, competitors with faster pipelines are already sending offers.
Interview roulette
Unstructured first rounds measure the interviewer as much as the candidate. Different questions, different moods, no transcripts — and decisions nobody can defend later.
AI Ranking
Every CV read, scored, and ranked — with the evidence attached
The AI reads every application against your job description and returns a ranked list: fit score, why-hire bullets, concerns, and quoted lines from the CV backing each claim. You start your day at candidate #1, not application #1.
- Experience, seniority, and relevance graded with quotes
- Matched and missing skills, per candidate
- Side-by-side comparison and an AI shortlist narrative
AI Interviews
First-round interviews run themselves — and write the report
Candidates take a structured AI interview on their own time. You get the full transcript, a scored evaluation across six dimensions, consistency checks against the CV, and a hiring recommendation with reasoning — not a gut feeling.
- Role-specific technical questions, not trivia
- Hiring confidence with strong-hire → reject verdicts
- Integrity signals: paste detection, tab-switching, retakes
Pipeline Board
A pipeline that shows who deserves your next hour
Kanban stages with AI scores on every card: top prospects flagged, response speed tracked, days-in-stage counted, overdue candidates surfaced. Drag to move, and the history writes itself.
- AI score rings and one-line summaries on every card
- Top-prospect and fast-responder flags
- Stage SLAs with days-in-stage visible at a glance
Command Center
One dashboard tells you where every role stands
Hiring funnel per job, who is waiting on you and for how long, and a live activity feed across the whole team. When leadership asks "where are we on the backend role" — the answer is one glance, with numbers.
- Per-job funnel from applied to hired
- "Waiting on you" queue with day counts
- Time-to-hire tracked per role
Talent Pool
A talent pool that remembers everyone you ever screened
Every candidate, scored and searchable — including the strong ones who applied for the wrong role at the right company. Next opening, you start from people you already know instead of a cold job board.
- AI scores and stage status across all candidates
- Favorites, bulk actions, and readiness filters
- Full history: interviews, notes, ratings per person
Careers Site
A careers site that ships with the platform
A public, branded careers page — live the moment you publish a role. Salary bands, filters, and one-click apply straight into your pipeline. No web team, no plugin, no monthly job-board invoice for your own postings.
- Publish a role → it's live on your careers page
- Applications land directly in the pipeline
- Your URL, your branding, zero maintenance
The math
Screening one role properly is a full work-week.
Reading a CV against a job description takes about 5 minutes done honestly. A 30-minute first-round screen for the ones that pass. Here's one role with 400 applicants.
Manual screening
48 hrs/role
~33 hours reading 400 CVs + 15 hours of first-round screens for the top 30. In practice nobody has that week — so the pile gets skimmed.
- · Coverage: whoever got skimmed before fatigue
- · Consistency: varies by reviewer and hour
- · Record: none — decisions live in heads
Nexa Recruiter
Same day
Every CV scored with evidence, AI interviews out to the top candidates the same day, and a ranked shortlist while the role is still fresh.
- · Coverage: 100% of applicants, every time
- · Consistency: one rubric, quoted evidence
- · Record: transcripts and scores on file
Bring a live job description — watch your own pile get ranked.
Questions hiring teams ask before the demo
Where does the AI get its scores from?
From your job description and the candidate's actual materials. Every score comes with quoted evidence — lines from the CV or interview transcript — so recruiters can verify any claim in seconds.
Do candidates actually complete AI interviews?
The interview runs in the browser at the candidate's convenience, in their language — no scheduling round-trips. Recruiters see completion status live and can re-invite anyone whose attempt went wrong.
Can we keep our own hiring stages?
Yes. The pipeline builder lets you rename, reorder, color, and add stages per organization or per job, with SLAs on each stage.
Does this replace recruiters?
No — it removes the reading pile. The AI does the first pass on every CV and first-round interview; your team spends its time on the conversations that close great candidates.
Your next great hire already applied.
Find them before they stop waiting.
The strongest candidates leave the market in days. A pipeline that ranks everyone on day one is how you get to them first.
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