AI Talent Intelligence & Recruitment for employers

Employers create jobs and hiring drives, import or dictate a job description, and review structured requirements before anything goes live. Job description versions are preserved, so screening can always be traced back to the exact requirements it used.

• Eligibility rules defined by the employer — never assumed by the platform.
• Screening against published competency requirements, with per-requirement status and source excerpts.
• Ranked results with thresholds the employer configures.
• Missing data is reported as insufficient evidence, never counted against a candidate as a failure.
• Re-screening against a new job description version preserves earlier results instead of overwriting them.

Assessment stages are configured per drive: what is sent, when it expires, how it is scored and what threshold applies. Communication checks add a structured view of spoken and written communication. Nothing is sent automatically — a recruiter triggers it.

Candidate intelligence brings together verified academics, demonstrated skills, assessment evidence, communication results and project work. Every score shows the requirement it came from and the evidence behind it. Airaw does not make hiring decisions; it makes the reasoning visible to the people who do.

• Configurable interview stages with panels, panel leads and quorum rules.
• Timezone-aware availability, buffers and candidate slot selection with atomic booking.
• Virtual recruitment through your meeting link, in-person interviews, or a mix.
• A restricted interviewer console showing only what a panel member needs to see.
• Private individual feedback and evaluation rubrics, kept separate until submitted.

Pipelines follow a workflow the employer defines and versions. Stage movement is server-authoritative and audited, and bulk actions require an explicit recruiter decision. Campus drives connect the same pipeline to placement cells — see Airaw for institutes.