From job description to qualified shortlist in days, not weeks.
AI that filters, reaches out, and screens candidates for the role, then hands your recruiters a shortlist.
The numbers from a case study
The Hiring Company
A high volume contract hiring programme, screened against a single rubric.
candidates screened in 3.5 days, against 35 days for a 50 person team
screening calls a day
Volume contract roles. Baseline is the client’s own prior process on the same dataset. Results vary by role and data quality.
Samora handles the first hundred conversations. Your recruiters take the ten that matter, with a transcript and a score already in hand.
Samora runs every step between a job opening and a shortlist
Sourcing, outreach, a voice screen, and a score with the reasoning behind it.
- 01
Read the JD
Builds the competencies and rubric from your job description.
- 02
Find the people
Searches 8.5 million profiles and ranks the matches against the role.
- 03
Reach out
Messaging sequences about the role, with automatic follow ups.
- 04
Capture willingness
Availability, notice period, and pay expectations, saved as structured fields.
- 05
Screen and score
A voice interview against your competencies, returning a score, a recommendation, and the reasoning.
How an answer becomes a score
Each answer only moves the competency it is evidence for, weighted by your rubric.
- Samora
Walk me through the largest system you have owned end to end.
CandidateThe payments ledger at my last company, about forty thousand writes a minute at peak. I owned the move off the monolith.
Evidence for Distributed systems
Weights come from your rubric, not ours. A strong answer on a light competency does not carry the score.
Everything the agent handles for you
Scored, with the reasoning
Weighted scores, rationale, recording, and transcript on every candidate. Not every skill counts the same, so the score doesn't pretend it does.
Campaign engine
Reach candidates by email, SMS, or WhatsApp. Set reminders and conditions, and review the audience before anything sends.
Dashboards
Reply tracking, a criterion heatmap, how many qualified, and where the skill gaps are.
Works inside your ATS
Syncs with Greenhouse, Lever, Ashby, and 40+ more.
Who it's for
Staffing and RPO agencies
Submit qualified candidates in days, re-engage the database you already own, and run more reqs per recruiter without another hire.
In-house and product teams
Clear senior and technical pipelines. Return hundreds of hours of recruiter phone time and score every candidate against the same rubric.
What it feels like from the other side
The fastest way to lose a pipeline is a screening step candidates resent.
They pick the time
No scheduling back and forth and no waiting on a recruiter's calendar. Candidates take the call when it suits them, including outside your working hours.
No trick questions
A structured conversation about the role and the work they have actually done. Every candidate gets the same questions and the same guidance.
A transcript they can stand on
The evaluation cites what they said. There is a real record behind the score rather than an impression formed on a phone call nobody wrote down.
Frequently asked questions
Does the AI make the hiring decision?
No. It screens and scores. Your recruiters decide, with the transcript and analysis in hand.
How do you keep scoring consistent?
Every candidate meets the same rubric and the same guidance, and every evaluation carries an audit trail.
Will it work with our ATS?
Yes — Greenhouse, Lever, Ashby, and 40+ others, writing into your existing fields.
How fast does it go live?
Days, not months. Upload a JD, review the rubric, start. No engineering lift.
What does the candidate experience feel like?
A structured voice conversation about the role, in their language, at a time that suits them.
How are the ROI numbers calculated?
Against a client's own prior process on the same dataset. We'll model yours on the call.