Upgrade your ATS with conversations, not more filters

Your ATS handles compliance, requisitions, and reporting. Zivaro plugs in as the interview engine so you shortlist based on evidence, not keyword matches.

Drop-in layer that works alongside Greenhouse, Lever, Workday, and custom in-house systems.

Structured evaluation templates ensure every candidate answers the same core questions.

Recruiters receive interview clips, summaries, and scores directly inside the ATS record.

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Overview

Why teams start here

Quickly align stakeholders on the problems you solve and the gains you unlock.

Keep the ATS you already invested in

Zivaro sits between applicant intake and human reviewers. Recruiters still push offers, track stages, and run reports in the ATS.

No more keyword roulette

Audio-first interviews let agents test real knowledge, probe for examples, and surface must-have skills quickly.

Candidates feel heard

Everyone receives the same structured questions and feedback. Your talent brand benefits from quick responses and transparent communication.

Expectations

Match every pain point with a crisp solution

Show the before/after so execs see exactly what gets fixed and what still needs attention.

What changes when Zivaro powers the first interview

Real-time AI agents interview applicants and sync results back, so your ATS becomes the source of truth for audio-backed evaluations.

Share job context, must-have questions, and scoring rubrics with Zivaro once.
Zivaro invites candidates automatically or waits for your recruiters to trigger interviews.
Scores, transcripts, highlight clips, and red flags land in the candidate profile inside your ATS.
Hiring managers can review evidence without leaving the system they already use daily.

Why teams look beyond traditional ATS filters

Rules-based filters push out strong candidates the moment a keyword is missing.
Recruiters still schedule and run screening calls manually, adding days to cycle time.
Hiring managers distrust automated scores when there is no audio or context attached.
Moving candidates between stages requires a trail of notes that rarely capture real ability.

Outcomes

Proof points that matter

3 hours

Average setup time

Connect through Zapier, webhooks, or a lightweight CSV import to start streaming applicants to Zivaro.

2-way sync

Stage updates

Move candidates forward or reject them in the ATS and Zivaro updates its queue instantly.

Audit-ready

Structured logs

Maintain interview transcripts and scoring history alongside every candidate record.

Implementation

How it fits your process

Connect your ATS or intake source

Use the native connectors, webhook listeners, or export a simple CSV. Zivaro listens for new applicants and queue them for interviews.

Define triggers and notifications

Choose whether interviews start automatically, require recruiter approval, or rely on candidate self-scheduling.

Review results in the tools you already trust

Recruiters and hiring managers open the candidate card in the ATS and find the AI summary, competency scores, and audio snippets.

Share feedback and move candidates

Advance the candidate to the next stage directly from the ATS. Zivaro closes the loop with candidates that do not progress so your team does not need to send manual emails.

Use Case

Control the workflow

Zivaro adapts to the way your team works rather than forcing a new hiring playbook.

Limit AI interviews to specific roles or stages while piloting.
Route flagged interviews to senior reviewers automatically.
Keep humans in the loop with approval queues when you need extra oversight.
Export structured data to BI tools for deeper funnel analysis.

Next steps

Resources and deep dives

See how Zivaro handles high-volume screening

Learn how automated interviews handle thousands of applicants without clogging your ATS.

Automate first-round interviews end to end

Understand the full workflow from invite to manager handoff.

Upgrade your ATS

Layer Zivaro on top of your ATS without disrupting existing workflows

We will review your current stack, map the integration path, and show how candidates, recruiters, and managers experience the new flow.

Talk to an implementation specialist Read the integration overview