Here's your problem
Generative AI broke the hiring funnel.
Candidates now use AI to spam hundreds of perfectly optimized resumes per day. You're drowning in applications that all look the same.
700+
applicants per role is the new normal
0
correlation between resume quality and actual skill
∞
hours needed to manually screen. You don't have them.
The old playbook — skim resumes, ATS filters, Keyword matching — doesn't work anymore.
Here's how we solve it
We screen every resume.
We interview eligible candidates.
You make the final call.
You'll know exactly why someone qualified.
Not a score. Not a thumbs up. The actual reasoning — pulled from their resume, explained in plain English.
Eligibility Breakdown
2 of 2 requirements metCommercial experience as a Full Stack Engineer
Why this score
4+ years as Full Stack AI Engineer with frontend and backend responsibilities across multiple companies.
Evidence from resume
Familiarity with Git & version control
Why this score
While Git isn't explicitly mentioned, the candidate describes CI/CD pipelines and GitHub Actions workflows — which strongly implies hands-on Git proficiency.
Evidence from resume
See that "Smart Inference" callout? That's not keyword matching. We figured out they know Git because they mentioned CI/CD pipelines and GitHub Actions. Context matters.
Interviews that don't require your calendar.
Candidates talk to our AI on their schedule. 11pm Sunday? Fine. We're awake. Every candidate gets the same questions, the same attention, the same fair shot.
Current question
"Tell me about a time you handled a sudden 3x increase in support volume. How did you adapt?"
AI
Walk me through a time you absorbed a 3x volume spike.
Priya
At my last role, we suddenly had a product launch that tripled our support tickets overnight...
AI
How did you prioritize which issues to tackle first?
Priya
We created a triage system—critical issues affecting multiple users got immediate attention. I paired junior reps with seniors...
Problem Solving
4.5/5
Communication
4.8/5
You're wondering:
"Will candidates hate talking to an AI?"
"Honestly? I was skeptical. But it felt like a real conversation. It asked follow-up questions based on what I actually said."
— Candidate feedback, Software Engineer role
"Way better than the 15-minute rushed call where I could tell the recruiter was checking boxes."
— Candidate feedback, Product Manager role
Most candidates prefer it. They can interview when they're ready, not when your calendar has a gap. No small talk. No rushing. Just the conversation.
Here's proof
ok so we just finished our first full hiring cycle with zivaro
went from 2 weeks of screening to 2 days
but honestly the best part? when hiring manager asked why we're recommending someone, I could actually show them the evidence instead of saying "they seemed good on the call"
game changer for us
Sarah Kim, Head of Talent Acquisition · Series B Fintech · 47 employees
We're early. Still piloting. Still improving.
If you're interested in shaping what this becomes — a pilot, a trial, or just a conversation — we'd love to hear from you.
Let's talk
Want to see it work on your open roles?
We'll screen a few of your real candidates. You'll see exactly how we'd evaluate them. No commitment.
No credit card. No 14-day trial pressure. Use it until you're convinced.