Products · InterviewGod
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.
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.
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.
Live proctoring and integrity checks that flag the obvious cheating remote assessment invites, so a passing score actually means something.
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.
Multi-round workflows that move thousands of applicants from apply to offer without the spreadsheet sprawl that loses good candidates between stages.
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.
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.
Banao (internal)
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.
High-volume hiring (anonymised)
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.
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.
An AI first round is a filter, not a hiring decision. We will tell you where it does not belong:
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.
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.
Rubrics tuned to your roles, proctoring set to your risk tolerance, and results wired into your ATS so scores travel with the candidate.
Roll out across your high-volume funnels with ongoing rubric tuning. The screen keeps learning from which shortlisted candidates actually performed.
Will candidates accept being interviewed by AI?
For a structured first round, yes — when it is faster and fairer than waiting weeks for a recruiter callback. We position it as a consistent first step, with humans owning every later round and the final decision. Candidates meet your team having already cleared a clear, even bar.
How is this different from other AI interview tools?
Banao hires its own 300-engineer company on InterviewGod every week. It is not a product we demo and walk away from — it is one we depend on, so the screening logic is tuned against the real cost of bad hires we had to live with, not a vendor's benchmark.
Does it handle technical and coding roles?
Yes. Auto-graded coding and technical assessments score correctness and approach, with proctoring for integrity. It is the same screen Banao uses on its own engineering hires, so it is built for real developer evaluation, not trivia.
How does it fit our existing ATS and process?
InterviewGod runs the top of the funnel and pushes ranked shortlists and skill reports into your ATS. It replaces manual screening, not your hiring process — your managers still own interviews, offers, and the final call.
How do we know the screen is fair and not biased?
Every candidate answers the same structured questions against the same rubric, which is more consistent than a tired recruiter on call forty. We validate each rollout against your own past hires in the Pilot Sprint and keep tuning as outcomes come in.
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.
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