Workforce & HR · Campus recruitment automation
A campus drive produces 8,000 applications and a TA team buried in spreadsheets
Banao builds campus recruitment automation for companies that hire at volume from colleges: AI-ranked application screening, pre-placement test coordination, interview slot management, and offer dispatch — without a recruiter manually touching each step.
The same screening engine runs on Banao's own fresher and graduate hiring pipeline. We do not describe this from the outside.
Banao— InterviewGod screens every graduate applicant before a recruiter opens a single profile.
The first call is free · 45 minutes · no obligation
What we build
What a campus automation build covers
Campus recruitment breaks in predictable places — volume at the top, coordination in the middle, and hand-off failures at offer. Each capability below targets one of those breaks.
Application screening at drive volume
Thousands of applications ranked against your real role criteria — academic signals, branch, project work — with a readable reason on every ranking so your TA team can audit, not just accept.
Pre-placement test coordination
Test slot allocation, proctoring alerts, and result ingestion handled by an agent — the part where spreadsheets typically break down two days before a drive.
Interview scheduling across multiple campuses
Panel calendars, drive-day logistics, and candidate confirmations managed without recruiter ping-pong. Time zones and panel availability resolved automatically.
Offer letter dispatch and acceptance tracking
Conditional and final offers generated from approved templates, dispatched at the right moment, and tracked through acceptance — without a recruiter manually chasing each candidate.
Drive-day progress dashboards
Real-time view of where each candidate is in the funnel — test stage, interview round, or offer — so hiring managers stop asking recruiting teams for status updates mid-drive.
Onboarding trigger on acceptance
Accepted offers initiate the pre-joining sequence automatically: document collection, form dispatch, and IT provisioning requests go out without a coordinator stepping in.
Receipts
Where this pattern has run
Metrics shown dotted (··) are being finalised in our case-study metrics pack — published only once verified.
InterviewGod screens every entry-level applicant before a recruiter opens a profile
Banao hires graduate engineers continuously for a ~300-person bench. InterviewGod runs a structured first-round screen for every applicant — ranking, scoring, and passing only cleared candidates to the engineering panel. The same engine is what we deploy for clients.
Drive coordination moved from shared spreadsheets to an automated pipeline
A team managing drives across fifteen campuses per season used Banao automation for test coordination, slot allocation, and offer dispatch — removing the spreadsheet hand-offs that caused delays and duplicate offers in previous seasons.
Dogfooding
We hire our own graduate engineers the same way
Banao runs InterviewGod on its own hiring pipeline — including entry-level and fresher recruitment — before any client's applicants go through it. A screening engine that has to clear engineers for our own bench is one that has already been stress-tested for real.
Vikaas runs Banao's own demand generation. The principle is the same: we depend on these systems before we ask anyone else to. That is the accountability gap between a vendor who built a demo and one whose growth depends on the product working.
Screens Banao's own graduate and engineering applicants every week.
Runs Banao's own demand-gen pipeline end to end.
The honest version
When campus automation is the wrong investment
We work with enough TA teams to know where AI does not belong in the drive. We will tell you before you build it.
- Very low drive volume: if you visit three campuses a year and hire fifty people, a good coordinator beats an automated system. The ROI is not there.
- Unverifiable data: campus automation depends on consistent application data — structured forms, standard test outputs, ATS connectivity. If your data comes from fifteen different email threads, the plumbing cost exceeds the automation benefit.
- Drives where relationships close the hire: at premier institutions where hiring is competitive and relationship-led, automation handles the coordination; it does not close the candidate. We are clear about which part is which.
How we start
How we start — look before we build
Campus automation touches ATS, calendars, test platforms, and offer workflows. We audit the actual stack before quoting a build.
- 01
AI Discovery Sprint
2 weeks · fixed price
We map your current drive workflow — application intake, test coordination, interview scheduling, and offer dispatch — find where TA hours and candidate drop-offs concentrate, and hand back a prioritised automation blueprint with ROI maths. Yours to keep. If you proceed, the Sprint fee is credited against the build.
- 02
Build
ATS and test-platform integration first, then the automation layers. Screening logic, scheduling agents, and offer dispatch built with audit trails and recruiter override at every step.
- 03
Drive season rollout
Live support through the first full drive season, a TA team dashboard, and a post-season retrospective so the next cycle runs with fewer exceptions.
FAQ
Frequently asked questions
How does the screening handle campus-specific criteria like college tier or branch?
You configure the criteria — college tier, branch, CGPA floor, or any combination — and the model ranks against your rules, not a generic dataset. The ranking reason is attached to every candidate profile so your TA team can challenge any call and see why it was made.
Can this integrate with our ATS and the test platforms we already use?
Yes. Banao integrates with the ATS and test platforms already in your stack — the automation sits on top of your existing tools rather than replacing them. The Discovery Sprint maps the integration surface and estimates effort before we commit to a build.
What happens on drive day if something breaks?
Every automated step has a recruiter override, and the system flags exceptions to a human in real time rather than failing silently. We also run live support through your first drive season — not a handoff and goodbye.
How do you stop the system from filtering out good candidates?
The screening model ranks and surfaces — it does not unilaterally reject. A recruiter sees the full ranked list with reasons, not just a shortlist. Borderline candidates stay visible. Recruiter corrections feed back into the ranking logic, so the model sharpens with each drive rather than drifting.
How long does a campus automation build take?
A Discovery Sprint runs two weeks. A build covering screening, scheduling, and offer dispatch typically takes eight to twelve weeks depending on the ATS and test-platform integration complexity. The goal is a live system before your next drive season opens.
Get started
Walk us through your last campus drive
Tell us where the hours went — test coordination, scheduling, offer chasing. In 45 minutes we will show you which steps can be automated and what the TA team keeps.
Book a Discovery Sprint