AIN People/AIN Hire

Hiring that holds up
at volume

AIN Hire is the hiring platform inside AIN People: a public job portal, an apply-first candidate journey, and a recruiter workspace on one service. It reads CVs against the criteria you published, runs structured interviews, and hands your recruiters evidence they can defend — while every hiring decision stays with a human.

Open AIN Hire
Public job portal + recruiter workspace Bahasa Indonesia native Decision support — humans decide
One apply-first form
Candidates apply straight from the public job page — profile, prerequisites, consent, and a private CV in one pass.
Status without chasing
A six-digit email code opens a candidate's own status page. They see neutral stage labels — never scores, rank, or recruiter notes.
Weights you can edit
CV–Role Match ships at 30/35/15/20 across experience, skills, domain, and impact. Your recruiters change it.
Every score version-pinned
Evidence is scored against the exact blueprint version it was published under, so later edits can't rewrite past results.
Why AIN Hire

High-volume hiring
breaks the old process

When a posting draws thousands of applicants, screening turns into triage: most CVs go unread, criteria drift between reviewers, and the reasoning behind a decision disappears the moment the round closes.

Hiring today
  • Recruiters read a fraction of the CVs that arrive.
  • Criteria shift between reviewers, and between weeks.
  • A gap in a CV quietly becomes a low score.
  • Candidates chase recruiters for a status update.
  • Six months later, nobody can reconstruct why a candidate was cut.
Hiring with AIN Hire
  • Every applicant is read against the same published criteria.
  • Criteria are frozen per version, so a round stays comparable end to end.
  • Missing evidence is flagged for review, never scored as a zero.
  • Candidates check their own status whenever they want.
  • Every score keeps the quote behind it, and every decision keeps its reason.
The candidate side

Apply first,
prove it in the flow

The whole journey runs on a phone browser, in Bahasa Indonesia. No app, no recruiter gatekeeping a login, and a real alternative path when the standard route doesn't fit.

Apply & screen
Public job portal · Apply-first
01
Open the job
Every published position gets a public job page with its own URL and a printable QR code, pinned to the version it was published under — so a poster in the field always points at the job people actually applied to.
02
Apply in one pass
Profile, prerequisite answers, purpose-specific consent, and a private CV upload — one form, no account creation step in front of it.
Consent is recorded per purpose, not as one blanket tick.
03
Check status any time
A six-digit email code — hashed, single-use, rate-limited, ten-minute expiry — opens a status page across every application. Candidates see stage labels only.
No scores, no rank, no cross-employer data.
Show the work
Structured interview · Optional assessment
04
A structured interview, not a chat
Each question is written by your recruiters and mapped to the skills it tests. Answers are recorded in turns of up to sixty seconds, transcribed server-side, and scored per question–skill mapping — then averaged deterministically against your weights.
Verbatim quotes are kept with every score.
05
Consent, per purpose
Audio consent is required for the self-service interview. Video is separate and optional — declining it leaves a genuine audio-only path, not a degraded one. Withdrawing a purpose writes a new consent revision rather than erasing the old.
06
A route that fits the candidate
When the device, the connection, or an accessibility need makes the self-service interview unsuitable, the candidate can request a phone interview, a written response, or an assisted session. A recruiter resolves it with a recorded reason.
07
Assessment, only if the role needs it
Multiple choice, situational judgement, or written response — authored by your team, mapped to skills, resumable, and off by default. Candidates never see answer keys or rubrics.
Interview and assessment are independent stages.
The recruiter side

A workspace built for
thousands of applicants

Recruiters define the role, approve what gets published, and make every call that affects a candidate. The platform does the reading, the transcribing, and the bookkeeping in between.

Position & role blueprint
A position owns its job description, criteria, and applicants. Its blueprint versions are immutable, and the next hiring round is a duplicate with a clean applicant set.
AI drafts, humans approve
AI can draft the job description, skills, interview kit, and pipeline. It still has to move through draft, review, approval, and publish — and every transition is audited.
A real public job page
Publishing produces a version-pinned job URL, an apply URL, and a downloadable QR. Editing the public copy later never changes the slug, so printed material stays valid.
CV–Role Match
Four editable components — experience fit, skill match, domain fit, and impact evidence. Trajectory and stability is reported as a factual flag, not folded into the score.
Top-N gate, with a reason
Preview and confirm the top 100, 500, 1,000, 2,000, or a custom cut for that exact position and version. The confirmation is audited and advances a stage — it never rejects anyone on its own.
Interview kit
Author questions, map each one to the skills it tests, and set the mapping weight. Server-side transcription produces the scoring text; a browser note can't bypass it.
Review queue for weak audio
If transcription returns nothing usable, the answer goes to a reviewer who can replay the recording, retry, or add a correction as a new revision. Scoring resumes only once the text is real.
Shortlist, handoff, sign-off
Shortlist decisions are individual and carry reasons. Shortlisted candidates go to the hiring manager through a recipient-bound, expiring, one-time link, and a terminal sign-off closes the case.
Internal mobility
Nominate employees from the talent pool into an internal position, scored on the same evidence rules but reported as ready now, ready with support, development needed, or evidence insufficient.
Responsible AI

Defensible by design,
not by promise

Hiring decisions get challenged. AIN Hire is built so you can show exactly how a decision was reached — and so the AI never makes the final one.

Decision support, not decision making
AI extracts and organizes job-related evidence. It cannot make a final shortlist, rejection, hire, promotion, or rotation decision. Human decisions and overrides require reasons and create append-only revisions.
Consent, versioned per purpose
Consent is recorded per person, case, purpose, timestamp, and channel — CV processing, audio, video, and identity are separate records. Withdrawing one writes a new revision instead of overwriting history.
Missing evidence isn't a zero
When a CV or an answer doesn't evidence a requirement, the result is an explicit review state. Evidence confidence describes how well a claim is supported — not how truthful or suitable a person is.
Retention and data rights
Candidates can request access, correction, consent withdrawal, or deletion, and deletion runs across every case. Raw identity documents and raw interview video are scheduled for deletion by default, not kept indefinitely.
Never inferred, never ranked on
EmotionHonesty as a traitConfidence as personalityMental or psychological stateCultural fitProtected characteristicsGaze-based “cheating”
What gets scored instead is what the candidate actually said against a defined, job-related scenario — with the quote, the skill it maps to, and the limits of the evidence attached. Identity verification never contributes to ranking, and where a certified provider isn't configured the result is labelled as unverified rather than passed off as a check.
Where it fits

Built for the hiring
that doesn't scale

High-volume external hiring
Frontline, field, and branch roles where one posting draws thousands of applicants and a small recruiting team has to cover far more CVs than it can read.
Internal mobility
Moving people you already employ, judged on the same evidence rules as external candidates but reported in readiness language rather than pass or fail.
Hiring that must be defensible
Processes that have to stay consistent, documented, and explainable months later — to an auditor, to a works council, or to the candidate who was turned down.
AIN Hire is part of AIN People and shares the orchestration, integrations, memory, and governance layer that runs the rest of the AIN platform. The workspace at ain-hire.anvaya.co.id is live; the large applicant sets you'll see inside it are clearly labelled synthetic data, there to show high-volume operations rather than to claim real candidates. Ask us for a walkthrough and we'll configure it around a position you're hiring for now.

See AIN Hire on one of your roles

Open the platform and look around, or let us set up a walkthrough using a position you're actually hiring for — your criteria, your weights, your questions.

Open AIN Hire