Hiring that runs at machine speed
HirebyAI.io screens, scores, and schedules so your team spends its hours on the shortlist instead of the slush pile. Structured evaluation on every candidate, an audit trail on every decision, and a target of 67% off your time-to-hire.
Structured scoring · ATS integration · UK data residency · Human sign off on every hire
Hiring rarely fails at the offer. It fails at the top.
Hiring teams lose the same four things: time, signal, consistency, and the record of how a decision was made. HirebyAI is built around those four failures specifically.
The screening bottleneck
One role, four hundred applications, one recruiter. The first pass gets rushed, and the strongest applicant in position 280 is never actually read.
Scheduling ping-pong
Days lost per interview to calendar tennis. Candidates in a competitive market do not wait around for a slot.
Inconsistent evaluation
Two interviewers, two mental scorecards, no shared definition of good. The decision is defensible to nobody afterwards.
No audit trail
When someone asks why a candidate was rejected six months later, the answer lives in an inbox, if it exists at all.
Four stages. One human in every
The machine does the volume work. The judgement stays with your team, and the split is explicit at every stage.
Screen
What the system does
Parses every application, normalises skills and experience, and flags gaps or inconsistencies against the role definition.
What stays human
You write the role definition and set the must-haves. Nothing is auto-rejected without a rule you wrote.
Match
What the system does
Scores each candidate on structured criteria and returns a ranked shortlist with per-criterion reasoning.
What stays human
You review the reasoning, override any score, and the override is recorded against the candidate.
Schedule
What the system does
Offers slots from real interviewer availability, handles reschedules, and chases silent candidates.
What stays human
You set the interview panel, the format, and the questions.
Decide
What the system does
Assembles scorecards, surfaces where interviewers disagreed, and keeps a full decision log.
What stays human
Every hire and every rejection is signed off by a person. The platform never makes the final call.
What the platform actually ships with
Intelligent resume screening
Every application read against the same rubric, with extracted skills, seniority signals and gap flags. No first-page bias.
Structured candidate matching
Per-criterion scoring with visible reasoning, so a shortlist can be explained line by line rather than trusted blindly.
Automated interview scheduling
Panel availability, timezone handling, reschedules and reminders, without a single coordination email from your team.
Predictive hiring insights
Pipeline health, stage conversion, source quality and forecast time-to-fill, updated as the pipeline moves.
ATS integration
Runs alongside your existing ATS rather than replacing it. Candidates, stages and notes stay in sync both ways.
Candidate communication
Acknowledgements, status updates and structured rejection feedback, sent on time and logged against the record.
Watch a shortlist build itself
Pick a role and run the pipeline. This demo uses synthetic sample data only, so nothing here is a real candidate.
Applications in pipeline
412
Must-haves you defined
Candidate data is the sensitive kind
Recruitment data is personal data under UK GDPR. Here is exactly how the platform treats it, and what we do not claim.
UK data residency
Candidate data is processed and stored in the UK / EU by default. Other regions are available on a dedicated deployment.
Role-based access
Recruiter, hiring manager and admin scopes are separate. Access to candidate records is logged, including exports.
Retention you control
Set a retention window per role or per pipeline. Records are purged on schedule rather than accumulating indefinitely.
Bias-aware evaluation
Scoring runs on structured criteria you define. Names, photos and other identity signals can be masked during first-pass screening.
Aligned with UK GDPR
Article 13 notices, DPA on request, SCCs for any sub-processor. Phrased as aligned with, not certified: we do not claim SOC 2 or ISO.
Human sign-off required
No candidate is rejected by the system alone. Every decision carries the name of the person who made it.
It sits beside your ATS, not on top of it
Candidates, stages and notes sync both ways, so your recruiters keep working where they already work. Data flows in from your ATS and job boards, scoring and scheduling happen in HirebyAI, and results write back with the reasoning attached.
Connections
Anything not on this list is handled through the REST API or a scoped connector we build during onboarding.
What implementation looks like
Role definitions and rubrics
We turn your live roles into structured criteria and must-haves, and agree what may never be auto-actioned.
ATS connection and backfill
Two-way sync configured, historical pipeline imported, field mapping validated against your existing stages.
Shadow run
The platform scores a live pipeline in parallel with your recruiters. You compare shortlists before anything is trusted.
Go live on one role
One role runs end to end on HirebyAI, with a weekly review of scoring accuracy and override patterns.
What we claim, and where it comes from
Target reduction in hiring time
Modelled against a 45-day baseline pipeline.
Application processing capacity
Per recruiter, versus manual first-pass screening.
Decisions with a human sign-off
Platform design constraint, not a statistic.
These are internal benchmarks and modelled targets from our own pipelines, not audited customer averages. We would rather show you the working than quote a number we cannot source. Named customer results will be published here as clients approve them.
Questions buyers actually ask
HirebyAI.io, answered plainly
See it on one of your own roles
Book a 30-minute walkthrough and we will run HirebyAI against a real open role of yours in shadow mode. You keep the shortlist either way.