Aivy
Selectal · Business
Aivy is an AI recruiter, an AI interview software that doubles as a candidate screening tool. It runs automated video interviews, voice, and chat sessions around the clock, ranks applicants on skills and fit, then moves the best ones forward in your hiring pipeline.
About Aivy
What Is Aivy
Aivy is a recruitment AI tool and HR hiring assistant built for teams that get more applications than they can interview. It looks and sounds like a person on camera, holds a structured screening conversation, and hands back a scored shortlist instead of a pile of unread resumes. The promise is simple: fewer hours spent on first-round calls, faster decisions on who to bring in.
The product sits at the top of the hiring funnel, where the cost of manual screening piles up. Instead of a recruiter blocking out days for intro calls, Aivy talks to every applicant that applies, in the order they arrive, and writes up each session with a recording and a recommendation. Teams then review the shortlist and take over from the recruiter interview onward. Aivy works on any device, so candidates on a slow connection can still finish.
There are limits to keep in mind. Aivy sells as a per-interview subscription with no free tier beyond a 7-day trial, so it suits companies that hire often rather than occasional one-off roles. The AI makes the first pass, not the final call, and it needs a clear job description to work from. Numbers on the site, like the 84 percent cut in time-to-shortlist, come from Aivy's own marketing and depend on your hiring volume.
Getting Started
- Sign up at aivy.cc and start the 7-day free trial from the dashboard.
- Upload a job description so Aivy builds an AI recruiter tuned to your requirements.
- Set the interview type (video, voice, or chat) and adjust the avatar, tone, and languages if you want to.
- Invite candidates and let Aivy run the screening interviews automatically.
- Review the shortlist with each profile, recording, and recommendation, then push top candidates into your pipeline.
Product Information
A quick look at Aivy's pricing, supported platforms, and performance.
Best for
The users, tasks, and scenarios where this tool fits best.
Users
- In-house recruiters buried in first-round calls
- Small HR teams without a dedicated sourcer
- High-volume hiring managers at growing companies
- Global teams hiring across borders
Tasks
- Pre-screening applicants
- Ranking candidates by fit
- Automating interview scheduling
- Keeping candidate records in one place
- Running multi-language screening
Scenarios
- A role gets 300 applications in a week
- A startup hires fast with no recruiting staff
- A company expands into a new region
- An HR lead wants data before scaling spend
Key features
Video, voice, and chat interviews
Aivy is an AI interview software that runs screening in three formats. An automated video interview records a face-to-face conversation, which suits roles where presentation and presence matter. Voice interviews work well on mobile and gauge how someone communicates in a natural dialogue. Chat interviews are the lightest option, built for fast screening at scale when you just need answers. Teams can match the format to the seniority and type of the role.
Human-like AI interviewer
The AI recruiter looks and talks like a real person on camera, which keeps candidates engaged through a longer screening call. It adapts to the conversation rather than reading a fixed script, so follow-up questions land where they should. That human feel matters for candidate experience, since a stiff bot tends to produce shallow answers and drop-off.
30+ languages and custom branding
Aivy speaks more than 30 languages and dialects, and you can adjust the recruiter's appearance and tone to match your company. On higher plans the branding goes further, up to full white label on Enterprise. For companies hiring across regions, that means one tool screens candidates in their own language instead of routing everyone through English.
Automatic scoring and shortlists
Once an interview ends, Aivy scores the candidate and sorts applicants by how well they fit the role, weighing skills, experience, and salary expectations alongside other criteria. Hiring teams open a ranked shortlist rather than a wall of resumes. Each candidate carries a recommendation, so the first review is an informed one.
One place for candidate data
Every applicant gets a profile that gathers detailed info, interview recordings, and recommendations. That setup saves reviewers from hunting across tools to rebuild the story of a candidate. The recordings also let a colleague double-check a decision without re-running the interview.
Hiring flow automation
Aivy moves top candidates through your pipeline automatically, from screening into recruiter interviews, onboarding, and beyond. It integrates with professional ATS tools and posts to top and local job boards, so the tool fits the stack you already run. Data handling follows GDPR and CCPA rules at every stage.
Pros and cons
Pros
- Screens applicants 24/7, which cuts the hours a recruiter spends on first-round calls.
- Interviews run in 30+ languages, so global teams compare candidates on equal footing.
- Video, voice, and chat formats let you match the interview style to the role.
- Automatic scoring returns a ranked shortlist with recordings, not a stack of resumes.
- Integration with ATS tools and job boards keeps it inside your existing hiring workflow.
- GDPR and CCPA compliance covers candidate data handling across regions.
Cons
- No free plan beyond a 7-day trial, so it only pays off for teams hiring regularly.
- The entry plan caps at 25 interviews a month, which is tight for high-volume roles.
- It handles first-round screening only, so final interviews and offers stay manual.
- The headline savings figures come from Aivy's own marketing and vary with your hiring volume.
Frequently asked questions
Aivy is an AI recruiter that runs first-round screening interviews for hiring teams. It interviews candidates by video, voice, or chat, scores them on skills and fit, and returns a ranked shortlist with recordings and recommendations so recruiters focus on finalists.
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