Megan

Megan reviews resumes and applications against consistent, role-aware criteria, weighing both the job description and the softer signals around it. It prioritizes the strongest-fit candidates automatically and produces shortlists that come with reasons, so the ranking is defensible rather than a black box. For a recruiter staring at hundreds of applications, this is the step that saves the most hours.

The system works as an AI interview tool that runs voice or video interviews around the clock, asking structured questions with dynamic follow-ups tailored to the role. Every session comes back as a full transcript with key highlights and a question-by-question response breakdown. That combination lets a lean team interview at scale without dropping the rigor that makes comparisons fair.

Each interview turns into decision-ready intelligence: summaries, concerns and highlights grounded in what the candidate actually said. Megan also measures interview quality itself, flagging missing coverage, friction and evaluation gaps so hiring managers can coach their interviewers. Over time the feedback loop sharpens the whole team's consistency.

Megan is framed as an always-on teammate rather than a fixed tool. It re-engages and vets existing candidate pools, keeps profiles current, reviews resumes, schedules interviews with calendar sync and summarizes outcomes with recommendations. It also works in Slack, so updates and decisions show up where the team already talks.

Scheduling runs on custom booking links with full Zoom, Google and Microsoft calendar sync. A team can manage it directly, share a link with a candidate, or hand the whole thing to Megan. Two-way sync means no manual data entry between the ATS and the hiring workflow, which removes the double work that usually slows a pipeline down.

Jobs, candidates, stages, interviews and notes sync in real time between the applicant tracking system and Mega HR. Because Megan lives inside the ATS instead of beside it, recruiters keep working in the tool they know while the AI handles scoring, interviewing and follow-ups underneath. Supported integrations include Greenhouse, Lever, Ashby and Breezy, with more available on request.

Mega HR runs Megan through continuous audits for bias and other risks with Warden AI, an independent partner. The setup gives ongoing visibility into fairness, compliance and system behavior through bias reports, compliance monitoring and fairness assessments. For teams adopting AI in hiring, that transparency matters as much as the automation itself.