Candidates – whether they apply to a job ad or you found them on LinkedIn – complete a role-specific pre-screening in 10–15 minutes. You get a green, yellow or red rating with reasons, and only book interviews with candidates who meet the criteria.
Illustration for a campaign with 5,800 applicants. Ratios depend on the company’s settings.
In high-volume hiring, thousands apply: a Hungarian discount chain received nearly 5,800 applications for about 450 jobs at its new distribution centre. For specialist roles it’s the other way round: applying on LinkedIn takes one click, so the few good candidates have to be found among hundreds of CVs. Either way, the best ones are gone before you reach them.
Each position has its own questions and scoring criteria. You build them from a job ad in minutes and can change them any time.
Yes/no questions on the real requirements: schedule, language level, start date, licence. People who don’t qualify don’t waste time on the rest: a “No” closes the application automatically, and the candidate can ask for a human review.
Five practical questions on the basics of the role: coding fundamentals, an accounting rule, pallet maths or a safety rule.
A short scene from a hard moment in the job, then two open questions: “What do you do?” This is where you learn the most.
The AI scores against the company’s criteria and shows a quote from the candidate’s answer for every point. You decide who to invite.
Most highly skilled professionals are found on LinkedIn. Applying and messaging there is easy, but deciding who is worth an hour of your time is hard. Every position gets a pre-screening link that fits into your LinkedIn workflow.
If your post sends applicants to an external application page, use the pre-screening link. Everyone then answers the same questions instead of sending a CV with one click.
Send one-click applicants the link in a short template message. Serious candidates finish it in 10–15 minutes, and a missing must-have shows up right away.
When you reach out to someone, the link is step two: before your week fills up with calls, the candidate shows in a few minutes how they think through typical situations in the role.
We don’t collect data from LinkedIn and never log in to your account. Candidates complete the pre-screening themselves, after reading the notice.
In manual screening, a name, a photo, an age or an address influences people without them noticing. In Prime AI Hire every candidate gets the same questions, and the assessment is based on their answers alone. This reduces the risk of discrimination by age, gender, skin colour, origin or any other protected characteristic.
Only the professional answers reach the AI. Not the name, email address, photo, age, gender or origin.
The same questions, criteria and weights for every candidate, fixed and documented in advance.
The hiring manager or client gets a profile without name or contact details and chooses who to interview on professional content.
It scores content, not spelling or style, so non-native speakers aren’t at a disadvantage.
Helps you operate in line with equal treatment law and the EU AI Act. The final decision is always made by a person.
Candidates in order, with colour and score. One click shows why they got the rating and exactly what they answered.
Positions from several clients on one platform. Candidates go through pre-screening against each client’s requirements, and the client receives an anonymised profile and only interviews matching candidates.
For a Java developer role, from LinkedIn, job ads and the database.
5+ years of Java, B2 English, start within 30 days, hybrid.
Technical test and a live incident: rollback, diagnosis, communication.
The client chooses from 6 anonymous profiles, not 180 CVs.
Summary: restores the service first, finds the cause from metrics and traces, and keeps the client regularly informed.
Each demo has three real roles with their own test, situation and scoring criteria. Try it as a candidate, then see it as a recruiter.
For recruiters
For recruitersAnother role? Paste a job ad and the AI builds the flow in half a minute.
Time spent on screening and interviews, today and with Prime AI Hire. Pick an industry and enter your own numbers.
Other assumptions (minutes per applicant, interviews, hourly cost) are preset per industry. You can change all of them on the demo’s ROI tab.
Screening and interviews combined. HR reviews green and yellow candidates with a ready summary and red ones as a group, and fewer interviews are needed per hire.
Detailed calculation in the demoNo fee per candidate and no long lock-in. We quote based on the number of positions and how much customisation you need.
Everything you need for day-to-day pre-screening.
The system tailored to your roles and process.
AI used in recruitment is high-risk under the EU AI Act. Prime AI Hire is designed for that from the start: transparent, explainable, and after AI scoring the decision stays with you.
The system ranks and explains, and a person decides which assessed candidates are invited or rejected. The exception is the knock-out question: a “No” closes the application by a fixed rule, without a person. Candidates can request a human review of their application at any time.
Every point is backed by the criterion and the candidate’s own words. No black box, and the company sets the criteria.
We don’t analyse faces, voices or emotions. We only score what the candidate answers.
In the first step candidates learn that AI supports the pre-screening and how their data is used.
During and after the pilot we check that results don’t differ unjustifiably between groups.
GDPR-compliant processing, retention periods and deletion. We provide data protection documentation before you start.
No need to change everything at once. We measure on one real position how much time it saves and how well it selects.
We build the questions and criteria from your job ad together.
5–10 of your current employees take it, so the good ones really come out green.
Candidates complete it via a link, a LinkedIn message or a QR code, and you invite from the list.
Hours saved, number of interviews, quality of invitees: decide on next steps.
Every position gets a pre-screening link. Use it as the external application page of your LinkedIn post, send it to Easy Apply applicants, or to sourced candidates before the first call. We don’t collect any data from LinkedIn.
The AI only receives the professional answers, not the name, email address, photo or personal details. Everyone gets the same questions with the same criteria, and the client sees an anonymous profile. It doesn’t replace conscious, fair HR work, but it removes a lot of unconscious bias.
A low monthly fee and a one-off customisation fee, both quoted individually based on the number of positions and how much customisation you need. There is no fee per candidate. Ask for a quote and we reply within 1 working day.
It takes 10–15 minutes on a phone and gives immediate feedback. In many places candidates wait days for any reply, so this is faster and more predictable. For specialist roles, candidates appreciate being able to show what they know, not just their CV.
For assessed candidates, a person. The system recommends and explains, and yellow and red candidates can be reviewed too. A “No” to a knock-out question closes the application automatically, but the candidate can ask for a human review.
From a job ad, the AI builds the whole flow in about half a minute. You review it, edit it, and it can go live.
It works straight away via link and QR code, and results can be exported. ATS, email and calendar integrations are part of customisation.
Tell us which roles you’re hiring for. Within 1 working day we send a custom quote, and in a 30-minute online demo we build the flow live from your own job ad.
Prime AI Hire is a product of Prime AI Tech, and a sibling of Prime AI Score.
