The first interview round, run by AI — so your team only meets the shortlist
InterviewGod screens candidates with structured AI interviews, technical and coding assessments, and proctoring — then hands your hiring managers a ranked shortlist with evidence behind every score.
Built for hiring that runs at volume: hundreds or thousands of applicants a month, screened on the same bar each time, without your senior engineers losing their week to first rounds.
Banao — screens its own ~300-person engineering hiring on InterviewGod before any candidate reaches a human panel.
Each module replaces a slow, manual, or inconsistent step in your funnel — and every one produces an auditable score, not a gut feel a recruiter has to defend later.
AI interview screening
Structured first-round interviews conducted and scored by AI, so every candidate answers the same questions against the same rubric — and your team only meets the ones who clear it.
Technical & coding assessment
Auto-graded coding and technical tasks for engineering roles, scored on correctness and approach — the screen that stops senior engineers reviewing take-homes by hand.
Proctoring & integrity
Live proctoring and integrity checks that flag the obvious cheating remote assessment invites, so a passing score actually means something.
Voice & behavioural screening
Call-based screening and voice analysis for high-volume non-technical roles, surfacing fit and red flags before a recruiter spends a minute on the phone.
Funnel management at volume
Multi-round workflows that move thousands of applicants from apply to offer without the spreadsheet sprawl that loses good candidates between stages.
Scorecards & ATS integration
Skill-level reporting and ranked shortlists that push straight into your ATS, so the evidence travels with the candidate instead of dying in an inbox.
A 300-engineer company that screens every hire on it first
Banao does not pilot InterviewGod — it depends on it. Every engineering candidate clears an AI first round before a Banao panel meets them, which is how a 300-person company keeps hiring without burning its senior engineers on screening calls.
Thousands of applicants a month, one consistent bar
For operations hiring at the scale of contact centres, retail, and field roles, InterviewGod runs the top of the funnel — voice and assessment screening — so recruiters spend their time on candidates who already passed, not on the first call to everyone.
Metrics shown dotted (··) are being finalised in our case-study metrics pack. The deployments are live; we will not publish a number before it is verified.
We screen our own hires on it before we sell it
Banao runs a ~300-person engineering company, and every engineer who joins clears an InterviewGod first round before a human panel meets them. We are our own hardest customer — when the screen is too loose or too harsh, we feel it in our own teams.
Most interview-tech vendors have never had to hire at scale on their own product. We do it every week. The version that reaches your funnel has already been tuned against the cost of a bad hire we had to live with.
InterviewGod
Screens 100% of Banao's engineering first rounds.
Vikaas
Feeds the funnel InterviewGod screens — sourcing into screening, one chain.
When AI screening is the wrong tool
An AI first round is a filter, not a hiring decision. We will tell you where it does not belong:
Very low volume
hiring two people a year does not justify configuring a screening pipeline — a careful manual process wins.
Senior and executive roles
judgement, leadership, and politics do not reduce to a rubric. Use AI to schedule and prep, not to decide.
Craft you must see in person
roles where the work is physical or relational are better assessed live. We scope that honestly before you buy seats.
You do not have to bet your whole hiring process on day one. We start on a single high-volume role and show you the screen against your own past hires.
Screening Pilot Sprint
We configure InterviewGod for one real role and run it against candidates you have already hired, so you see how its shortlist compares to your own decisions before committing. Yours to judge either way.
Configure & integrate
Rubrics tuned to your roles, proctoring set to your risk tolerance, and results wired into your ATS so scores travel with the candidate.
Run at volume
Roll out across your high-volume funnels with ongoing rubric tuning. The screen keeps learning from which shortlisted candidates actually performed.
The questions buyers ask first.
Will candidates accept being interviewed by AI?
How is this different from other AI interview tools?
Does it handle technical and coding roles?
How does it fit our existing ATS and process?
How do we know the screen is fair and not biased?
Put it up against your own hiring
Pick one high-volume role. In 30 minutes we'll show you how an AI first round would have shortlisted candidates you have already hired.
Book a 30-min demo →