Let AI run the first round so your team only meets the shortlist
The first round is where your team's time disappears and where good candidates drift to faster employers. InterviewGod conducts structured first-round interviews and scores every candidate against the same rubric, so your hiring managers only meet the people who clear it.
Same questions, same bar, every candidate — a consistent first filter that runs at the volume your funnel actually has, with the evidence behind each score.
Banao — every engineering hire clears an InterviewGod first round before a panel meets them.
A first round that is consistent, fast, and evidenced — the opposite of a tired recruiter on call number forty.
Structured AI interviews
Every candidate answers the same questions against the same rubric, so scores are comparable instead of mood-dependent.
Ranked, evidenced shortlists
Your team gets a ranked list with the reasoning behind each score, not a pile of CVs to re-read.
Runs at your volume
Screen tens or thousands of applicants without adding recruiter headcount to keep up with the inbound.
Human-owned decisions
AI runs the filter; your managers own every later round and the final call. The screen informs, it does not decide.
Every engineering first round, run by AI
Banao screens every engineering candidate on InterviewGod before a human panel meets them. It is how a 300-person company keeps hiring without burning its senior engineers on first-round calls.
A consistent bar across thousands of applicants
For teams screening at volume, the AI first round applies one bar to everyone, so the shortlist your managers see is consistent rather than dependent on which recruiter ran the call.
Metrics shown dotted (··) are being finalised in our case-study metrics pack. The deployment is real; we will not publish a number before it is verified.
Our own first rounds run on it
Banao screens 100% of its engineering first rounds on InterviewGod. We are our own hardest customer — when the screen is too loose or too harsh, our own teams feel it, and we tune it.
Most interview-tech has never had to hire at scale on itself. This has, every week. The version you run has already been corrected against the cost of our own bad passes.
InterviewGod
Runs 100% of Banao's engineering first rounds.
Vikaas
Feeds the funnel the screen filters — sourcing into screening.
When an AI first round doesn't belong
A screen is a filter, not a decision. We will tell you where it does not fit:
Senior and executive roles
judgement and leadership do not reduce to a rubric — use humans.
Very low volume
hiring a couple of people does not justify configuring a screen.
Roles assessed by craft in person
where the work must be seen live, the first round should stay human.
We prove the screen against your own past hires first.
Screening Pilot Sprint
We configure the screen for one real role and run it against candidates you have already hired, so you see how its shortlist compares before committing.
Configure & integrate
We tune the rubric to your roles and wire shortlists and scores into your ATS so the evidence travels with the candidate.
Run & refine
Roll out across funnels, with the screen learning from which shortlisted candidates actually performed.
The questions buyers ask first.
Will candidates accept an AI first round?
Does the AI make the hiring decision?
How do you keep the screen fair?
How fast can we see it working?
Put the screen up against your own hires
Pick one role. In 30 minutes we'll show how an AI first round would have shortlisted people you have already hired.
Book a demo →