Industries · Workforce & HR
Banao builds and runs hiring AI on real recruiting pipelines — resume screening and ranking, AI interview screening, scheduling, and hiring analytics — for teams that hire faster than they can read applications.
Every system below is in production on our own 300-engineer operation before any client sees it. InterviewGod screens our hires each week. We are not pitching a demo; we are handing you the pipeline we depend on.
Banao— InterviewGod screens every engineering hire before a person spends an hour on them.
Each of these is a problem with a cost attached — recruiter hours, time-to-hire, or a good candidate who timed out. We start where the cost is countable.
Parsing, ranking, and shortlisting against the actual role — with the reasons attached to each ranking, so a recruiter can audit every call instead of trusting a black box.
Structured first-round technical screens at volume, scored consistently, so your engineers only meet candidates who already cleared the bar.
The calendar ping-pong across panels, time zones, and candidates, handled by an agent — recruiters stop being a booking service.
Open roles matched against inbound applicants and your existing talent database, surfacing people you already had on file but never re-found.
Where candidates drop, which sources convert, and what time-to-hire really is — by role and team, not one annual slide.
Offer letters, policies, and onboarding packs turned into a chat-queryable assistant, so HR stops answering the same question fifty times a month.
Metrics shown dotted (··) are being finalised in our case-study metrics pack — we publish a number only once it is verified.
Banao — in-house hiring
Banao hires continuously for a ~300-engineer bench. InterviewGod runs the structured first-round technical screen for every applicant, scores it consistently, and passes only cleared candidates to a human panel — the same system we sell, carrying our own hiring load every week.
A high-volume technology recruiter
A team drowning in inbound applications per role used Banao resume screening to rank and shortlist against each role's real requirements, with audit reasons on every ranking — so recruiters reviewed a shortlist instead of a slush pile.
Banao runs a ~300-person engineering company on its own AI products before any client touches them. InterviewGod screens our hires every week; Vikaas runs our own demand generation. Our recruiting function is the first user of everything on this page.
That is the gap between a vendor who has read about hiring AI and one whose own headcount depends on it. A screening model that has to survive our growth is hardened long before it reaches your pipeline.
Most HR-tech vendors will sell you a screening model regardless of whether it should touch your funnel. We would rather tell you where not to point it.
You have been pitched HR tech by a dozen vendors. We start by proving where the recruiter hours actually go, not by quoting a platform.
We sit with your recruiting funnel, find where the hours and drop-offs are, and hand back a prioritised list of automation opportunities with ROI maths — yours to keep. If you proceed, the Sprint cost is credited against the build.
Data and ATS integration first, then the model. We wire into your applicant tracking system and calendars, and build the screening logic and audit trail as deliverables, not add-ons.
Rollout with recruiter override and a hiring dashboard, plus change management for the talent team. Recruiter corrections feed the model, so ranking sharpens with every cohort.
Will an AI screening model introduce bias into our hiring?
It can, if it is built carelessly — which is exactly why governance is part of the build. We train on role-relevant signals, keep a human on every reject, log the reason for each ranking, and support fairness audits. The aim is screening you can defend to a regulator, not a black box.
Does it integrate with our ATS and calendars?
Yes. Banao integrates with the applicant tracking system and calendar stack you already run — the screening, ranking, and scheduling sit on top of your existing tools rather than replacing them. Integration is part of the build deliverable.
What happens to candidate experience?
It usually improves. Faster responses, scheduling that doesn't stall for a week, and structured screens candidates rate as fairer than an ad-hoc phone call. The AI removes the waiting, not the human contact.
How do you handle candidate data and privacy?
Candidate data stays in your environment and under your retention rules. We design to your data-protection obligations from week one — consent, retention, and deletion are part of the spec, not a later patch.
How fast can this reach our recruiters?
A typical path is a 2-week Sprint, a 6–8 week build, and a 4-week rollout. Banao's ~300-engineer bench means delivery starts in weeks, and the screening engine is one we already run in production on our own hiring.
Bring your noisiest, highest-volume role. In 45 minutes we'll map where AI takes work off your recruiters — and the ROI maths behind it.
Book a 45-min scoping call
