The first interview round, run by AI — so your team only meets the shortlist
InterviewGod screens candidates with structured AI interviews, technical and coding assessments, and proctoring — then hands your hiring managers a ranked shortlist with evidence behind every score.
Built for hiring that runs at volume: hundreds or thousands of applicants a month, screened on the same bar each time, without your senior engineers losing their week to first rounds.
Banao — screens its own ~300-person engineering hiring on InterviewGod before any candidate reaches a human panel.
Each module replaces a slow, manual, or inconsistent step in your funnel — and every one produces an auditable score, not a gut feel a recruiter has to defend later.
AI interview screening
Structured first-round interviews conducted and scored by AI, so every candidate answers the same questions against the same rubric — and your team only meets the ones who clear it.
Technical & coding assessment
Auto-graded coding and technical tasks for engineering roles, scored on correctness and approach — the screen that stops senior engineers reviewing take-homes by hand.
Proctoring & integrity
Live proctoring and integrity checks that flag the obvious cheating remote assessment invites, so a passing score actually means something.
Voice & behavioural screening
Call-based screening and voice analysis for high-volume non-technical roles, surfacing fit and red flags before a recruiter spends a minute on the phone.
Funnel management at volume
Multi-round workflows that move thousands of applicants from apply to offer without the spreadsheet sprawl that loses good candidates between stages.
Scorecards & ATS integration
Skill-level reporting and ranked shortlists that push straight into your ATS, so the evidence travels with the candidate instead of dying in an inbox.
A 300-engineer company that screens every hire on it first
Banao does not pilot InterviewGod — it depends on it. Every engineering candidate clears an AI first round before a Banao panel meets them, which is how a 300-person company keeps hiring without burning its senior engineers on screening calls.
Thousands of applicants a month, one consistent bar
For operations hiring at the scale of contact centres, retail, and field roles, InterviewGod runs the top of the funnel — voice and assessment screening — so recruiters spend their time on candidates who already passed, not on the first call to everyone.
Metrics shown dotted (··) are being finalised in our case-study metrics pack. The deployments are live; we will not publish a number before it is verified.
We screen our own hires on it before we sell it
Banao runs a ~300-person engineering company, and every engineer who joins clears an InterviewGod first round before a human panel meets them. We are our own hardest customer — when the screen is too loose or too harsh, we feel it in our own teams.
Most interview-tech vendors have never had to hire at scale on their own product. We do it every week. The version that reaches your funnel has already been tuned against the cost of a bad hire we had to live with.
InterviewGod
Screens 100% of Banao's engineering first rounds.
Vikaas
Feeds the funnel InterviewGod screens — sourcing into screening, one chain.
When AI screening is the wrong tool
An AI first round is a filter, not a hiring decision. We will tell you where it does not belong:
Very low volume
hiring two people a year does not justify configuring a screening pipeline — a careful manual process wins.
Senior and executive roles
judgement, leadership, and politics do not reduce to a rubric. Use AI to schedule and prep, not to decide.
Craft you must see in person
roles where the work is physical or relational are better assessed live. We scope that honestly before you buy seats.
You do not have to bet your whole hiring process on day one. We start on a single high-volume role and show you the screen against your own past hires.
Screening Pilot Sprint
We configure InterviewGod for one real role and run it against candidates you have already hired, so you see how its shortlist compares to your own decisions before committing. Yours to judge either way.
Configure & integrate
Rubrics tuned to your roles, proctoring set to your risk tolerance, and results wired into your ATS so scores travel with the candidate.
Run at volume
Roll out across your high-volume funnels with ongoing rubric tuning. The screen keeps learning from which shortlisted candidates actually performed.
The questions buyers ask first.
Will candidates accept being interviewed by AI?
How is this different from other AI interview tools?
Does it handle technical and coding roles?
How does it fit our existing ATS and process?
How do we know the screen is fair and not biased?
Put it up against your own hiring
Pick one high-volume role. In 30 minutes we'll show you how an AI first round would have shortlisted candidates you have already hired.
Book a 30-min demo →Engineering talent that has already been interviewed before you meet it
Vikaas is how Banao sources, screens, and staffs engineers — for our own teams and for the enterprises we deliver for. You hire from a pool that has been through real technical interviews, not a stack of unfiltered résumés.
Direct hires, staff augmentation, dedicated teams, an offshore development center, or your whole recruiting pipeline run for you — one engine, fitted to how you actually want to add people.
Banao — sources and screens its own ~300-engineer hiring through Vikaas and InterviewGod before any client does.
Hiring is not one problem. Filling a gap on your team is a different decision from standing up an offshore unit. We start from how you want to add people, not from a single product pitch.
Hire AI & ML engineers
Direct access to AI, generative-AI, and ML engineers who have passed Banao's own technical screen — the same bar we hold our own hires to.
IT staff augmentation
Individual engineers who join your team, report into your managers, and work to your roadmap. You keep control; we keep the bench full.
Dedicated development teams
A standing squad — engineers, lead, QA — managed by Banao against your product roadmap. One point of accountability, not five contractors.
Offshore development center
A persistent India-based unit set up as your extension, with the governance, security, and reporting an enterprise needs to sleep at night.
Recruitment process outsourcing
We run your engineering recruiting pipeline end to end — sourcing, screening, scheduling, offer — and the people land on your payroll, not ours.
Technical interview outsourcing
Banao engineers run your live technical rounds so your senior people stop losing days to first-round interviews that go nowhere.
A 300-engineer company hired and screened on its own engine
Vikaas sources the candidates and InterviewGod screens them before a Banao panel spends a minute. The pool you hire from is the one we built our own company out of — which is why a request for engineers turns into working people in weeks, not a quarter.
Teams stood up from the bench to ship in production
Banao has delivered production engineering for names like Swiggy, Myntra, PhonePe, and Times Internet with teams assembled from its own bench. The same supply chain that staffs those engagements is what you draw on through Vikaas.
Metrics shown dotted (··) are being finalised in our case-study metrics pack. The teams and deployments are real; we will not publish a number before it is verified.
We staff our own company on this before we staff yours
Banao runs a ~300-person engineering operation, and we hire for it the same way we ask you to hire: candidates are sourced through Vikaas, screened through InterviewGod, then interviewed by a panel. We feel every bad shortlist and slow loop ourselves.
That is the difference between a staffing vendor reselling résumés and a 300-engineer company handing you the supply chain it depends on. When our own roadmap rides on the quality of a hire, the bar you inherit is already set high.
Vikaas
Sources and ranks candidates for Banao's own engineering hiring.
InterviewGod
Screens every Banao engineering hire before a human panel.
When hiring through us is the wrong call
We would rather lose the deal than put you in a model that fits us instead of you. A few cases where we will tell you to go another way:
One niche senior role, in your city, no urgency
a local retained search may serve you better than a bench. We'll say so.
You need deep domain context that lives only inside your walls
staff augmentation will out-perform a dedicated team until that knowledge is written down.
Headcount you cannot define yet
if the roadmap is still moving weekly, contract staffing beats committing to a standing team you may have to unwind.
You have been burned by staffing firms before. We start by scoping the actual roles and trialling people, not by signing you to a headcount.
Hiring Discovery Sprint
We map the roles you actually need, the level, the engagement model that fits, and a realistic timeline. You leave with a staffing plan and shortlist criteria — yours to keep even if you hire elsewhere.
Shortlist & paid trial
Interview-proven candidates, then a short paid trial on real work before any longer commitment. You see how someone performs on your stack before you bet a quarter on them.
Onboard & scale
Engineers join under the model you chose, with one accountable point of contact at Banao. You scale the count up or down as the roadmap moves — we keep the bench warm.
The questions buyers ask first.
How is this different from a normal staffing agency?
Which engagement model should we pick?
How fast can engineers start?
Are these contractors or Banao engineers?
What if a hire does not work out?
Tell us the roles you can't fill
Bring the seat that has been open too long. In 30 minutes we'll tell you the engagement model that fits and how fast the bench can fill it.
Book a 30-min hiring call →Learning paths built around the job, not the syllabus
Vidya turns a role — AI Engineer, Full-Stack Developer, Data Engineer — into a sequenced path of projects, mentorship, and a competency screen that proves the skill was actually acquired, not just watched.
Built for teams that need people to be capable on Monday, not certified on paper: structured tracks, real project work, and a final screen on the same engine Banao uses to hire.
Banao — trains and re-skills its own ~300-engineer bench on Vidya before any client cohort runs.
Each part replaces a step where conventional training leaks — generic content, no proof of skill, no line to a real role. Every path ends in an auditable competency result, not a completion badge.
Job-aligned learning paths
Tracks sequenced to a real role and its required skills — not a catalogue of disconnected courses. A learner moves through exactly what the job demands, in the order it demands it.
Project-based assessment
Skills are proven on real project work, graded on output, so a finished path means a person can do the work — not that they sat through the videos.
Mentorship & review
Working engineers review project work and unblock learners, the layer self-serve course libraries never provide and the reason completion rates collapse without it.
Competency screen on completion
Every path closes with a structured screen on the same engine Banao hires on, so a certificate carries evidence a recruiter can trust instead of a logo.
Personalised recommendation
Paths adapt to where a learner already is, so senior people skip what they know and juniors get the prerequisites first — time goes to the gap, not the whole catalogue.
Cohort & progress reporting
Skill-level progress across a cohort, pushed to whoever owns the outcome — an L&D lead, a department head, a placement office — so training is measured, not assumed.
A 300-engineer company that re-skills its own bench on it first
Banao does not pilot Vidya — it runs on it. When a project needs a stack the bench is light on, the path that closes the gap is a Vidya path, screened on the same engine that hires. The training that reaches your teams has already been tuned against the cost of an engineer who finished a course and still could not ship.
Whole teams moved onto new capabilities, with proof at the end
For an organisation standing up an AI or data capability, Vidya runs the path from current skill to a screened, demonstrable one — so an L&D budget produces capability that can be checked, not seat-time that cannot.
Metrics shown dotted (··) are being finalised in our case-study metrics pack. The cohorts and deployments are live; we will not publish a number before it is verified.
We re-skill our own engineers on it before we sell it
Banao runs a ~300-person engineering company, and when a project needs a capability the bench is short on, we build the path on Vidya and screen the result before we put that engineer on the work. We are our own hardest cohort — when a path teaches the wrong thing or skips a prerequisite, we feel it in a delivery slip.
Most learning platforms have never had to make their own people billable on the skill they just taught. We do it every quarter. The path that reaches your teams has already been corrected against an engineer who finished it and still was not ready.
Vidya
Builds and screens the capability before an engineer joins billable work.
InterviewGod
Provides the same competency screen that closes every Vidya path.
When a structured path is the wrong tool
A path is for acquiring a defined capability. We will tell you where it does not belong:
Open-ended exploration
someone browsing to find what interests them is better served by a broad library. A sequenced path assumes a known destination.
A single person, one-off
re-skilling one individual on a common stack rarely justifies a configured cohort — a focused public course can be the right call, and we will say so.
Tacit knowledge that lives in your walls
capabilities that exist only inside your own systems are learned on the job, not in a path. We scope that line honestly before you commit a cohort.
You do not commit a whole L&D programme on day one. We start with one role and one small cohort, and show you the competency result against the bar you actually hire to.
Capability Pilot Sprint
We map one target role to a path, run a small cohort, and show you the competency screen results against your own hiring bar before you scale. Yours to judge either way.
Configure & sequence
Paths tuned to your roles and stacks, mentorship cadence set, and progress reporting wired to whoever owns the outcome.
Run at scale
Roll out across teams or cohorts with ongoing path tuning. The screen keeps the path honest — what learners cannot clear is what the path gets fixed on.
The questions buyers ask first.
How is this different from Udemy or Coursera?
Does a completed path actually prove someone can do the job?
Can it be tuned to our own roles and stack?
How do we know it works before committing budget?
Who owns the reporting?
Put it up against your own hiring bar
Pick one role you keep struggling to hire or re-skill for. In 30 minutes we'll show you the path that closes the gap and the screen that proves it closed.
Book a 30-min call →What your teams report as done, against what actually shipped — in one view
Axon is the reality layer over your delivery. It reads the work itself — not the status update about the work — and surfaces the gap between what was reported done and what is actually live, before that gap reaches a customer or a board.
Built for leaders who are tired of finding out at the demo: a single, honest picture of delivery, sourced from the system of record, not the standup.
Banao — runs its own ~300-engineer delivery on Axon before any client sees a status report.
Each part closes a place where the truth about delivery normally goes missing — between the status update and the system of record. Every signal is sourced from the work itself, not from someone's account of it.
Said vs shipped
The core view: what a team reported complete, set against what is actually merged, tested, and live. The gap is surfaced, not buried in a deck.
Reality reporting
Status drawn from the system of record instead of the standup, so a report reflects what happened — not what someone hoped would happen by the meeting.
Delivery gap detection
Where reported progress and real progress diverge, Axon flags it early — so the slip surfaces while there is still time to act, not at the demo.
Test & quality signal
Whether the work that was called done is actually covered and passing, so 'complete' means it works, not that the ticket was dragged to a column.
Cross-team rollup
One honest picture across teams and projects, so a leader sees the whole delivery surface in a glance instead of reconciling six status formats by hand.
Drift & silence alerts
Surfaces what has gone quiet or stalled — the work nobody is reporting on — because the dangerous gap is usually the one nobody is talking about.
A 300-engineer company that runs its own delivery on it first
Banao does not pilot Axon — it depends on it. Every engagement's delivery is visible through Axon before a client ever reads a status report, which is how a 300-person company keeps its commitments honest across dozens of projects at once. The version that reaches your org has already been tuned against the cost of a gap we had to explain to our own clients.
Dozens of projects, one honest delivery picture
For an organisation running delivery across many teams and vendors, Axon replaces the weekly reconciliation of conflicting status reports with one view sourced from the work — so leadership spends its time on the real gap, not on deciding which report to believe.
Metrics shown dotted (··) are being finalised in our case-study metrics pack. The deployments are live; we will not publish a number before it is verified.
We run our own delivery on it before we sell it
Banao runs a ~300-person engineering company delivering for enterprises every week, and our own delivery is visible through Axon before a client reads a single status report. We are our own hardest customer — when Axon misses a gap, we find out the same way our clients would, and we fix it before it can happen to you.
Most delivery-visibility tools have never had to stake their own client relationships on what the dashboard says. We do, every engagement. The reality layer that reaches your org has already caught — and been corrected by — the gaps we could not afford to miss.
Axon
Surfaces the real state of every Banao engagement before a client report goes out.
Banao delivery
300 engineers across dozens of projects — the load Axon was built to keep honest.
When a reality layer is the wrong tool
Axon surfaces the gap between reported and real. It does not replace the judgement of running the work. Where it does not belong:
A single small team in one tool
one team, one board, daily face-to-face — the gap is already visible. Axon earns its keep across teams and vendors, not inside a room of five.
Work with no system of record
Axon reads the work itself. Where delivery lives only in conversation and not in any tracked system, there is nothing for it to read honestly — we scope that first.
A culture problem dressed as a tooling problem
if reports are dishonest by design, a clearer mirror helps but does not fix it. We will tell you when the gap is about incentives, not visibility.
You do not wire Axon across the whole org on day one. We start on one program where the said-vs-shipped gap already hurts, and show you what it surfaces against your last few status cycles.
Reality Check Sprint
We connect Axon to one real program and surface the said-vs-shipped picture against status cycles you have already reported — so you see the gap it would have caught before you commit. Yours to judge either way.
Connect & calibrate
Wired to your systems of record, calibrated to what 'done' means in your org, and the rollup set to how your leadership actually reads delivery.
Run across programs
Roll out across teams and vendors with one honest view. The reality layer keeps earning as the surface grows — more projects, same single picture.
The questions buyers ask first.
How is this different from a project dashboard?
Where does Axon get its data?
Will teams feel surveilled?
How is this different from anyone else's visibility tool?
How fast do we see value?
See the gap before your next demo does
Pick one program where 'done' has burned you before. In 30 minutes we'll show you what Axon would have surfaced against your last few status cycles.
Book a 30-min demo →