Haira — the AI hiring platform for recruitment agencies and in-house teamsScreen smarter. Hire faster.

Haira is an AI hiring platform for recruitment agencies and in-house hiring teams, built in India. It ranks resumes against the role, screens applicants with an AI phone screen and interviews the shortlist with an AI video interview, then gives your team a scored report with the full transcript for every candidate it interviews. It is self-serve: sign up, create a job and share the application link, with no implementation project.

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The AI video interview takes place in the candidate's browser, on a phone or a laptop, with the camera and microphone on. Haira's AI interviewer asks role-specific questions prepared from your job description and the candidate's resume. It listens to each answer in real time and asks follow-up questions. Afterwards the interview is scored on four dimensions: technical skills, job fit, communication, and confidence.

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Haira scores each resume against your role on evidence: experience, core and good-to-have skills, career consistency, education, stability, and the impact of past work. You decide what matters most for each role, and every score comes with the reason behind it, so the ranking reflects your actual hiring priorities rather than a generic algorithm.

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Haira calls the candidate's phone: a real call, with no link, app or computer needed. It asks what a recruiter asks on a first call: current role and experience, why they are looking, location and work mode, notice period, and current and expected pay. The answers are saved on the candidate as fields you can sort and filter, and a question the candidate didn't answer is left empty rather than guessed. Each call ends with a strong, maybe or weak fit, and the reason for any mismatch. You choose who gets a call, by hand or with Auto-Process.

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Yes. You can add your own interview questions when you create a job. Haira also prepares a question set for each candidate from the job's requirements and their resume, and you can review and edit it on the candidate's Questions tab before the interview takes place.

Haira analyses the transcript and produces an assessment report, usually within a few minutes: a score on each of the four dimensions, the full transcript, the candidate's strengths and gaps, and an overall recommendation. The report appears on the candidate's page in your dashboard.

Once you've ranked resumes and selected candidates to move forward, you can invite them directly from the dashboard. They receive a link to their personalized interview session, valid for 48 hours — no scheduling coordination required.

Data is encrypted in transit, and interview questions are stored encrypted. Your organization's data is kept separate from every other Haira customer's, and roles control what each team member can see. Candidate data is processed by Haira and by the service providers it relies on for AI models, calls, email and storage. Before an interview begins, candidates see a consent notice that covers recording and how long their data is kept.

Yes. While the platform was designed with technical hiring in mind, the JD builder and AI interview engine work for any role. You define the skills and criteria; Haira asks questions aligned to them — whether that's a sales role, a customer success position, or an operations hire.

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The friction that usually loses candidates is scheduling, and there isn't any here — they get a link and join at a time that suits them within 48 hours, on a phone or a laptop, and a pre-join check tests their microphone, camera, speaker and connection before the session starts. The session is planned for 15 minutes by default, 20 at most, and candidates get to explain context a resume can't carry. Your dashboard shows, for each job, how many candidates were invited and how many completed the interview.

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Three things. You set the ranking priorities for each role, so the criteria are yours and visible rather than a black box. Every candidate for a role is interviewed in the same format and scored on the same four dimensions. And every score comes with the full transcript (and the recording, on plans that include recording), so any decision can be reviewed and challenged after the fact. By default Haira scores and recommends, and your team decides. Auto-Process, if you switch it on for a job, rejects and advances candidates on the score.

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There are no native ATS connectors and no public API yet. What exists today: an embeddable application widget you can drop into your careers site, short links for campaigns, and job publishing to LinkedIn. If your ATS is central to your workflow, bring it up on a demo — it tells us what to build next.

It's self-serve — no implementation project and no sales call required. Sign up, create a job (Haira drafts the description from a short brief), then share the application link or embed the widget. Applications are parsed and ranked as they arrive, and phone screens are placed automatically once you switch on Auto-Process for the job, so your first shortlist builds while you work on something else.