Meet Maya. She interviews. You decide.
Maya is an agentic AI recruiter. She screens, interviews and checks candidates 24x7, on any channel and in their own language, and your team gets the evidence to decide. Not a chatbot. Not a form.
Maya starts with the role
A hiring manager's rough request becomes a structured role blueprint: role, experience, must-haves, location, budget, notice period and must-clear rounds. Every screening question and score is checked against it.
How Maya works
- Understand the role
- Engage candidates
- Evaluate with adaptive interviews
- Prepare evidence in a Fitment Report and Decision Pack
Maya executes. Humans decide. Evidence stays.
Any channel, any language
WhatsApp, voice, email, chat and video, in English, Hindi, Tamil, Telugu and other Indian languages. Candidates opt in and recruiters set the flow. Maya captures eligibility, availability, intent, pay, location, must-haves and communication.
Every score comes with its evidence
Each score links to the question, the candidate's answer, the moment in the recording, the rubric and Maya's reasoning, with a reason code and reviewer notes. Proctor++ checks identity and liveness, face match, voice, lip-sync, tab switches, screen anomalies, response patterns, AI-assistance risk and IP.
Questions answered by Maya
- Will you replace my recruiters?
- No. I take the repetitive work: first calls, screening, interviews and checks. Your recruiters keep the relationships and every hiring decision.
- Which channels and languages?
- WhatsApp, voice calls, email, chat and video. I speak English and Indian regional languages, so candidates answer in the language they are most comfortable in.
- Where do you help most?
- Five places:
• High-volume screening, in parallel
• Niche roles, with early fit signals
• Multilingual candidates, in their language
• Remote interviews, with transcripts and integrity checks
• Recruiter time, with fewer follow-ups and manual screens
- What changes in my recruiters' day?
- Today: phone screens one by one, follow-ups across email and WhatsApp, different questions per recruiter, scorecards from memory.
With me: screening runs in parallel, status updates itself, every candidate gets the same flow, and structured scorecards are ready before the hiring manager walks in.
- Can candidates cheat?
- They can try. Proctor++ checks identity, face, voice, lip-sync, tab switches, screen anomalies, response patterns and AI-assistance risk through the whole interview. I flag anything unusual with the exact moment; your team decides.
- How do I know your scores are fair?
- Every candidate for a role gets the same structured questions, scored against the same rubric. Each score links to the answer behind it, so you can check my reasoning.
- Where is my data kept?
- Your data is handled under ISO 27001, SOC 2 and GDPR-aligned controls. Your team controls who sees it and how long it is kept, and I can run fully on-prem if your policies need it.
- How fast can I start?
- Add a job and I can build a real pipeline on it in under 20 minutes.
Book a demo · HirePlusPlus home