Workforce & HR · Time-to-hire reduction
Every day a role sits open, you pay for it twice
Banao deploys AI across every stage of your hiring funnel that adds delay — resume review, first-round screening, interview scheduling, and candidate coordination — so the time between posting and offer drops from weeks to days.
InterviewGod, which runs Banao's own engineering hiring, has cut first-round screening from days of recruiter hours to automated structured screens before a human opens the shortlist. That same system is what we build for your pipeline.
Banao— InterviewGod compresses first-round screening for every engineering role before a recruiter sees a shortlist.
The first call is free · 45 minutes · no obligation
What we build
Where Banao removes delay from your hiring funnel
Time-to-hire is not one problem — it is five or six delays stacked on top of each other. We start with the stage that costs the most days for your roles.
Resume screening and ranking
Applications ranked against the actual role requirements the same hour they arrive — with the reason for each ranking attached, so recruiters review a shortlist and an audit trail, not a slush pile.
Structured AI pre-screening
First-round technical or competency screens run at any volume, scored consistently, so your engineers and managers only spend time on candidates who have already cleared the bar.
Interview scheduling automation
The calendar negotiation across panels, time zones, and candidates handled by an agent — candidate-to-panel scheduling that typically takes three to five days done in under an hour.
Parallel round coordination
Interview rounds that traditionally run in sequence — technical, then cultural, then manager — restructured to run in parallel where the role allows, cutting multi-round pipelines by a third to a half.
Decision-ready candidate summaries
Structured, comparable candidate packets for each hiring manager: scores, responses, and a side-by-side view across the shortlist. The goal is a decision in the first review, not a follow-up round.
Funnel analytics by role and team
Where days are actually lost — top-of-funnel, scheduling, decision lag, or offer acceptance — measured by role and hiring team so you fix the right stage rather than the most visible one.
Receipts
In production
First-round screening compressed before a recruiter opens the shortlist
Banao hires continuously for a ~300-engineer bench. InterviewGod runs a structured first-round technical screen for every applicant before any human opens the queue — the same system we sell, carrying our own hiring load each week.
Scheduling delay removed from a multi-panel interview process
A team running four-panel interviews across two time zones was losing an average of eight to twelve days per role to scheduling alone. Banao wired an agent into their ATS and calendar stack; scheduling now happens the same day a candidate clears their previous round.
Dogfooding
We hire our own team on the AI we sell
Banao runs a ~300-person engineering company, and our own time-to-hire is the metric InterviewGod was built to move. Every role posted at Banao goes through the same screening and coordination pipeline we sell to clients — not a stripped-down version, the full production system.
When a model change would slow our own recruiting, we feel it before any client does. That feedback loop keeps the system calibrated rather than theoretically correct.
Runs structured first-round screens for Banao's engineering roles before any recruiter review.
The honest version
When AI doesn't cut your time-to-hire
Time-to-hire reduction requires the right bottleneck. If the delay is not in screening or scheduling, AI at those stages won't move the number.
- When the bottleneck is interviewer availability: automation can coordinate faster but cannot create calendar time. We map this during Discovery Sprint and say so before you build.
- Very low hiring volume: a team making two or three hires a year will not see the same return as one making fifty. The system is right-sized for recurring, predictable hiring load.
- Senior and executive roles: relationship-led hires require judgment that a structured screen cannot replicate. AI can handle the logistics; the close is human.
- When your ATS data is poor: ranking and analytics both depend on structured role data and historical outcomes. If historical records are sparse or inconsistent, we address data quality before model quality.
How we start
How we start — fixed-price, low risk
We map your funnel stage by stage before proposing a build. If the delay is not where you think it is, you'll know before you spend anything.
- 01
Discovery Sprint
2 weeks · fixed price
We audit your current time-to-hire by stage — where days accumulate and why — then hand back a prioritised list of AI interventions with the expected day-reduction for each stage. Yours to keep. If you proceed, the Sprint cost is credited against the build.
- 02
Build and integration
ATS and calendar integration first, then the screening and scheduling logic. Audit trail and recruiter override are build deliverables, not add-ons. Typical build is 6–10 weeks from Sprint completion.
- 03
Production and continuous improvement
Rollout with a recruiter change-management programme. Recruiter overrides and hiring outcomes feed the ranking model so the shortlist sharpens with each cohort. Ongoing support and quarterly model reviews.
FAQ
Frequently asked questions
What is a realistic time-to-hire reduction?
It depends on where your days are lost. Teams whose bottleneck is first-round screening or scheduling typically see 30–50% reductions in those stages. We map your funnel during the Discovery Sprint before quoting a number — we will not sell you a benchmark that doesn't match your actual bottleneck.
Does this work for technical roles, or only high-volume non-technical hiring?
InterviewGod was built for technical hiring. Structured first-round technical screens are its core use case — the system runs Banao's own engineering recruiting. It also handles non-technical high-volume roles; the question set and rubric are configured per role family.
What is the minimum hiring volume where this makes sense?
The system is designed for teams making at least 20–30 hires a year in a given role family. Below that, a well-run manual process is usually faster to set up and gives comparable results. We will say so if your volume doesn't justify the build.
How does it integrate with our ATS?
Banao integrates with the applicant tracking system, calendar, and communication stack you already run. Screening scores, scheduling events, and outcomes write back to your ATS automatically. Integration is a build deliverable, not a separate project.
How do you handle candidate data privacy and potential screening bias?
Candidate data stays in your environment under your retention rules. Screening models are trained on role-relevant signals with a human on every reject, an audit trail on every ranking, and support for fairness audits — so the system is defensible if your hiring decisions are questioned.
Get started
Find out where your time-to-hire is actually going
Bring the role with the longest average fill time. In 45 minutes we will map where the days accumulate and what AI at that stage would be worth.
Book a Discovery Sprint