Your first-round interviewer, for every applicant.
Vaani conducts the first round so your recruiters don't have to: it asks the questions your role needs, chases the vague answers with a follow-up, and hands you one evaluation report per candidate.
We built it because our own hiring hit exactly this bottleneck. It now runs as a product, shaped around how you hire.
- 60%
- Reduction in first-round screening time
- 3×
- More candidates screened per recruiter
- 100%
- Consistent evaluation across every interview
Hiring became the bottleneck to growth, not an HR line item
- 01.
Volume beats bandwidth
Thousands of applications arrive against the hours a recruiting team actually has to read them.
- 02.
Scheduling drag
Interviews slip across calendars, and evaluations vary with whoever happens to run them.
- 03.
Subjective calls
Decisions rest on impressions, taken while competing offers are closing faster.
- 04.
Candidates lost
Strong people drop out before the interview loop is anywhere near complete.
Candidates write their applications with it; resume screening scores them with it. The result is a shortlist of near-perfect resumes — and the only place real signal still shows up is the interview itself, which is exactly the stage that stayed manual.
One hundred applicants. One week. A ranked shortlist.
- Day 0100profiles
You upload the pipeline. Every applicant, however many — no shortlisting first.
- Day 05–7 dayswindow opens
One invite to all hundred, with a deadline. Nobody waits on a recruiter's calendar.
- Days 1–7100can interview
Evenings, weekends, their own language. No queue, no cap. A non-response is simply recorded as one.
- Minutes later1report each
Questions scored, probes recorded, integrity checked. Reports land as candidates finish.
- Window closes5–10shortlisted
One ranking on the same questions, with the evidence behind every place on it.
- 100
- invited, none screened out first
- 0
- recruiter hours on the calls
- 5–10
- worth your time
Three things a script cannot do
A vague claim gets a follow-up, not a pass. “I handled the process” becomes “which roles did you own, and who set the rubric” — the difference between a claim and a demonstrated fact.
A candidate can switch to the language they think best in mid-interview. Vaani carries on, and the report you read comes back in yours — nobody is scored on their English.
A second voice off-mic gets flagged with a timestamp and a trust score, and routed to a person. It is never an automatic rejection — a human always makes that call.
Hiring is a high-stakes use of AI, and it is regulated as one
Under the EU AI Act, AI used in recruitment sits in a high-risk category. That shapes how Vaani is built: disclosure to the candidate, human decision-making, records that can be reviewed, and no automated rejection — the integrity check above routes to a person, it never rejects on its own.
If you are deploying this in Europe, the compliance position is part of the conversation from the first call.
Disclosure at the start of the call that they are speaking to an AI agent, and what happens with the recording.
No automated rejection. The assessment supports a person's decision rather than replacing it.
Transcript, recording and scoring retained together, so a judgment can be examined after the fact.
Recordings are personal data. Private models, residency in your region, retention you set. How we deploy privately →
What changes for the people who feel it
- Up to 60% reduction in first-round screening time
- 3× more candidates screened per recruiter
- Consistent interview quality at every touchpoint
- Faster hiring cycles across all business units
- Better quality shortlists, higher recruiter productivity
- One evaluation framework, enterprise-wide
- Evidence-backed decisions with full documentation
- One competency framework across every hire
- An audit-ready process at enterprise scale
Hiring should not depend on interviewer availability, mood or bias. Vaani is built to elevate recruiters, not replace them — it takes the screening hours off their day so they spend the saved time selecting, not scheduling.
We are our own first customer
Vaani was not built as a product to sell. It was built because screening at volume was taking our team's time, and the notes varied by interviewer. It runs on our hiring now, which is where the harder engineering problems — latency, interruption, recovery on a bad line — got found and fixed first.
Our engineers, our infrastructure, no white-labelled platform underneath.
Candidates speak to it. Our team reads the assessments and makes the calls.
If your use case is a different kind of call, that is a build. Voice AI Agents →
Vaani works today. We shape it around how you hire.
Not a pilot, not a roadmap — a working interviewer you point at one open role this month.
The mandatory three, and the skill probed hardest.
Scored on the competencies your role is defined by.
Sections and format to match how your team reviews.
Languages added for the pipelines you actually hire from.
Hear it before you decide anything.
A walkthrough is a live call with the agent, using your own role and criteria. Twenty minutes, and you will know whether it holds up.