Four layers. Before you meet a single candidate.
Shortlist in 5 working days.* Your interviews next. Offer target: day 14.
Every candidate in the shortlist has cleared all four layers below — in sequence. What you see on Day 5 is not profiles to screen. It is candidates where the screening is already done.
19-Dimension AI Score — Evidence, Not Keywords
Vantage Intelligence searches all 7 Lakh+ profiles and scores each against your specific JD across 19 dimensions. Skills are verified against actual project descriptions — not self-reported CV claims. Runs in hours.
The same candidate scores differently for an AI Engineer role versus a Backend Engineer role. The score is a fit score for your exact mandate, not a generic profile quality metric.
All 19 dimensions, and what each one measures
Every dimension is scored 0–10 against your JD, with the sentence from the CV that supports the score. Weights change by role: Scale Signal matters more for a platform engineer than for a first designer.
Same 19 dimensions. Different priorities.
What decides the shortlist for
- Weighs most above this line
Skill Match
How many of the JD's must-have and good-to-have skills the candidate has, weighted by importance.
- Scores high whenEvery must-have skill appears in shipped project work.
- Scores low whenMust-haves appear only in the skills list.
- If it scores low, your panel asks“Which must-have have you used most recently, and on what?”
Example weighting for typical mandates. Real weights are set from your JD and must-haves.
The full list, by group
Role Fit
Does the profile match what this role needs?
5 dimensions- 01Skill Match
How many of the JD's must-have and good-to-have skills the candidate has, weighted by importance.
- 02Role Relevance
How close the candidate's current and past titles and responsibilities are to this role.
- 03Domain Alignment
Experience in your industry or problem space, such as payments, diagnostics or B2B SaaS.
- 04Location Fit
Current city, willingness to relocate and work mode, against the role.
- 05Experience Duration
Total and relevant years of experience against the band in the JD.
Skill Depth
How deep, current and real are the skills?
5 dimensions- 06Skill Depth Tier
Whether each skill was used at a basic, working or expert level, judged from what was built.
- 07Skill Breadth
The range of adjacent tools and technologies the candidate has worked with.
- 08Skill Recency
Whether key skills are in use now or were last used years ago.
- 09Skill Context
Whether skills were used in production work, side projects or coursework.
- 10Stack Coherence
Whether the candidate's stack fits together and fits your stack.
Role Depth
What has the candidate actually owned and delivered?
4 dimensions- 11Ownership Signal
Evidence of leading or owning work, versus contributing to a team's effort.
- 12Scale Signal
Users, traffic, transactions, revenue or team size the candidate has worked at.
- 13Project Complexity
The technical or business difficulty of the problems the candidate has solved.
- 14Outcome Signal
Measurable results: latency cut, revenue grown, cost saved, targets hit.
Potential
How will the candidate grow into the role?
3 dimensions- 15Problem Solving
How the candidate approaches problems and trade-offs, read from project descriptions.
- 16Career Trajectory
Direction and pace of growth in scope and seniority.
- 17Learning Signal
New skills picked up over time, and how quickly.
Profile
Background and stability, weighted by what the role needs.
2 dimensions- 18Education & Pedigree
Degree, institution and certifications, weighted by how much the role needs them.
- 19Career Stability
Tenure pattern, gaps and reasons for each move.
The Layer No AI Can Replace
Every shortlisted candidate is spoken to by a HyrEzy recruiter with 5+ years of product company hiring experience before the video interview is sent. The call follows a fixed twelve-point structure: motivation, real ownership, CTC and its structure, confirmed notice, competing offers, location, every must-have in your mandate, communication and consent to share.
A candidate scoring 82/100 who is only passively looking, expects a 60% hike outside your band, or has already accepted another offer is removed here, with the reason recorded. AI finds who can do the job; the recruiter finds out who will take it, join on time and stay.
What happens on the recruiter call
Every call follows the same structure, so every candidate on your shortlist is checked on the same twelve points. The recruiter's notes go into the dossier word for word.
- 01Motivation and reason for change
Why they would move, and whether this role answers that reason. A candidate leaving for scope is a different hire from one leaving for pay.
- 02Real ownership
The recruiter asks for one project walk-through: what the candidate decided, built and shipped personally, and what the team did.
- 03CTC: current, expected and structure
Fixed, variable, ESOPs and joining bonus, checked against your band before you spend interview time.
- 04Notice period, confirmed
Official notice, what is negotiable, buy-out options and last working day if already serving notice.
- 05Offer intent and competing processes
Other interviews, offers in hand and counter-offer risk, so there are no surprises at offer stage.
- 06Location and work mode
Current city, willingness to relocate and office days, confirmed against the role.
- 07Must-haves and hard gates
Every must-have in your mandate is confirmed on the call, not assumed from the CV.
- 08Communication
Clarity, structure and how well the candidate explains technical or business work, noted in the recruiter’s words.
- 09Role understanding
Whether the candidate has read the JD, what excites them and what concerns them about the role.
- 10CV consistency and red flags
Dates, titles and claims checked against what the candidate says. Gaps and short stints get an explanation on record.
- 11Interview availability
Slots for your rounds in the week after the shortlist, so the process does not stall.
- 12Consent to share
The candidate agrees to be presented for your role before their profile reaches you.
Three outcomes, recorded for every candidate
- PassCandidate is interested, within band, available and meets the must-haves. The AI video interview is sent.
- HoldOne open question, such as CTC slightly above band. We flag it and ask you before proceeding.
- RemoveNot interested, out of band, notice too long or a must-have missing. The reason is recorded; you never see the profile.
The placement failures this call prevents
- Offer declined because the candidate was never serious
- CTC expectation discovered after three interview rounds
- A 90-day notice period that was listed as 30
- Counter-offer accepted in the last week
- Project credit that belonged to the team, not the candidate
An AI score can tell you a candidate can do the job. Only a conversation tells you whether they will take it, join on time and stay.
Role-Specific Rubric with Evidence Citations
Every shortlisted CV evaluated against your exact role using a structured rubric. Technical criteria scored 0–10. Red flags — timeline gaps, domain mismatches, misrepresentation — called out explicitly.
The evaluation tells your panel exactly what to ask. A candidate with 6/10 on System Design might still be the right hire — the evaluation explains why and what to probe.
Adaptive, Async — Triggered After Recruiter Validation
The AI video interview is triggered only after recruiter validation passes. The candidate completes it on their own time. The AI generates each next question from the candidate's previous answer — not a fixed script — and your own questions can be added on request.
You receive the full report, video recording, timestamped transcript, AI-written summary, overall score, percentile ranking, rubric scores with must-have flags, strengths, gaps, panel recommendations and a communication assessment. Your first conversation with the candidate is a confirmation, not a discovery.
Everything the AI video interview gives your panel
Most agencies send a CV and a phone-screen note. HyrEzy sends a recorded, scored interview for every shortlisted candidate. These are the parts of it.
- On requestYour questions, on request
Want a specific scenario, case or technical question asked? We add your questions to the interview for your role, alongside the adaptive ones.
- Adaptive questions
Each next question is generated from the candidate’s previous answer, so a rehearsed answer gets a follow-up it could not rehearse.
- Built from your JD
Questions and rubrics come from your role and must-haves, not a generic bank.
- Asynchronous, 20–30 minutes
The candidate takes it in a browser at a time that suits them. No scheduling, no panel time.
- Full video recording
Watch the whole interview, or only the answers that matter to you.
- Timestamped transcript
Every question and answer in text, linked to the moment in the video.
- AI-written summary
A short read of the whole interview: what stood out, where answers were strong and where they were thin.
- Overall score out of 10
One number your panel can compare across candidates for the same role.
- Percentile ranking
Where the candidate stands among everyone who took the same interview.
- Rubric scores with must-have flags
A score per competency, with must-have competencies flagged so a weak one cannot hide behind a good average.
- Strengths and gaps
What the candidate did well and where the answers were thin, in plain sentences.
- Panel recommendations
What to probe in your round: the questions that will confirm or rule out the candidate.
- Communication assessment
Clarity, structure and depth of explanation, judged on real spoken answers.
- Integrity monitoring
Seven checks run through the whole interview, from extra faces on camera to a second screen. Anything unusual is flagged with a timestamp for your panel to review.
- Only after recruiter validation
Candidates who are not interested or out of band never reach this step, so every interview is worth watching.
Integrity checks in every interview
Seven signals are tracked from start to finish. Each one is flagged with the moment it happened, so your panel can jump to that point in the recording and judge for itself. A flag is a prompt to look, not an automatic rejection.
- Multiple faces detectedSomeone else in frame helping with answers.
- Face out of viewThe candidate leaves the camera or looks away for long stretches.
- Second window openAnother window or application opened during the interview.
- Screenshot attemptedAn attempt to capture the questions.
- Left the tabThe candidate switched away from the interview tab.
- Window lost focusThe interview window stopped being the active one.
- Second screen connectedAn extra display attached while the interview runs.
For your hiring team
- Your first round is done before you meet the candidate
- Every candidate answers the same competencies, so comparison is fair
- Skip to the answers that matter using the transcript
- Panel time goes to finalists, not first screens
- Interview rounds confirm what you have seen; they don’t start from zero
For candidates
- Take it when it suits you, from anywhere
- No travel and no waiting for a slot
- Structured questions about the actual role
- A faster decision, because the panel has already seen them
What lands in your inbox on Day 5
All four layers combined into one dossier per candidate. Click through the tabs below — this is the real thing.
Wider reach than a single search
HyrEzy is empanelled with India's leading recruitment marketplaces, so we see high-demand mandates across the market as they open, alongside our own clients' roles.
That keeps us in touch with candidates who are actively moving right now. When a strong candidate isn't the right fit for one role, we can, with their consent, consider them for other matching roles, which means shorter searches and better-matched shortlists for you.
- Live demandHigh-demand roles across the market, as they open
- Active candidatesPeople recently screened and actively moving
- Nothing wastedGood candidates matched to the next relevant role
Shortlist in 5 working days.* Offer target, day 14.
Working days from the calibration call and JD sign-off. Senior, niche or confidential roles can take longer; we confirm a firm date on the calibration call. Interview and offer timelines depend on your team's schedule: we keep candidates warm and informed while you decide, but the offer date is yours.
Frequently asked
What is the Vantage Intelligence 19-dimension scoring system?
Vantage Intelligence evaluates every candidate across 19 dimensions: Skill Match, Role Relevance, Domain Alignment, Location Fit, Experience Duration, Skill Depth Tier, Skill Breadth, Skill Recency, Skill Context, Stack Coherence, Ownership Signal, Scale Signal, Project Complexity, Outcome Signal, Problem Solving, Career Trajectory, Learning Signal, Education & Pedigree, and Career Stability. Every score is supported by evidence from the candidate's actual resume text. The score is JD-specific — the same candidate scores differently for different roles.
Why does HyrEzy use a human recruiter between AI scoring and the video interview?
AI scoring cannot assess motivation, real ownership versus team credit, communication quality, offer intent, or cultural alignment. A HyrEzy recruiter with 5+ years of product company hiring experience calls every shortlisted candidate before the video interview is triggered. This layer catches candidates who look strong on paper but are unlikely to accept, join, or perform — eliminating the most common reasons a placement fails.
How long does HyrEzy take from mandate to shortlist?
HyrEzy delivers the shortlist within 5 working days of the calibration call. Scoring begins within hours. Senior, niche or confidential roles can take longer, and we confirm a firm date on the call. If your interview rounds run in the following week, an offer by day 14 is realistic; the interview pace is yours to set.
What does the AI video interview report include?
The AI video interview report includes: an AI-written summary, overall score out of 10, percentile ranking among all candidates who sat the same interview, scores across all role-specific rubrics with Must Have flags, Recommendations for the hiring panel, key Strengths, identified Gaps, full video recording, and a timestamped transcript of every question and answer.
What is the difference between verified skills and claimed skills?
Verified skills are those where Vantage Intelligence found project evidence in the resume — with a frequency count showing how many projects the skill appears in. Claimed skills are listed on the CV but have no supporting project evidence. Claimed skills are flagged separately in the report so the hiring team can probe them specifically during the interview.
See the dossier for your specific mandate
Submit a mandate. Vetted shortlist in 5 working days.*
Working days from the calibration call. Senior or niche roles can take longer; interview and offer timing are set by your team.