InterviewGod · High-volume hiring
At hundreds or thousands of applicants a month, the bottleneck is not finding people — it is screening them before they take another offer. InterviewGod automates the top of the funnel so volume stops meaning chaos and dropped candidates.
Screening, assessment, and shortlisting run on one consistent bar at scale, so your recruiters spend their hours on candidates who already passed, not on first contact with everyone.
Banao — keeps a 300-person company hiring without the funnel collapsing under volume.
Volume breaks the manual parts of hiring first. We automate exactly those, and leave the human calls to humans.
Thousands of applicants screened against one bar without adding recruiters to keep pace with the inbound.
Candidates move from apply to shortlist through defined stages, so nobody good is lost in a spreadsheet between rounds.
Every candidate scored the same way, so the shortlist is comparable across recruiters, regions, and weeks.
Shortlists and scores push into your ATS so the funnel stays in your system of record, not a side sheet.
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 keeps a ~300-person company staffed without the funnel buckling, by automating the screening and shortlisting that manual recruiting cannot do at volume.
Retail & operations hiring (anonymised)
For operations hiring at scale, InterviewGod runs the top of the funnel so recruiters reach candidates while they are still interested rather than after they have accepted elsewhere.
Keeping a ~300-person company staffed is a high-volume problem, and Banao runs it on InterviewGod. The funnel automation you would buy is the one our own recruiting depends on.
A vendor that has never had to move thousands of candidates without dropping the good ones is guessing at scale. We do it for ourselves.
Volume automation only pays off when volume is the actual constraint. We will tell you when it isn't:
We prove it on one high-volume funnel before going wide.
We automate one high-volume role and measure throughput and shortlist quality against your current process. Yours to judge either way.
We set the stages, the bar, and the ATS connection so the funnel runs in your system of record.
Roll out across high-volume funnels, with capacity that does not need new recruiters to grow.
How is this different from AI interview screening?
AI interview screening is the scored first-round filter itself. High-volume hiring automation is the wider funnel around it — multi-stage flow, ranking, and ATS connection — built for hiring at the scale of hundreds or thousands a month. Most high-volume teams use both together.
Will good candidates still get human attention?
More of it. By automating first contact and screening, your recruiters spend their hours on candidates who already passed, while they are still interested — instead of losing them in the queue. Humans own every later round.
Can it handle seasonal spikes?
Yes. The funnel scales with applicant volume without adding recruiter headcount, so seasonal or campaign-driven spikes do not collapse the process. It is the same automation that absorbs Banao's own hiring peaks.
Does it connect to our ATS?
Yes. Shortlists and scores push into your ATS so the funnel stays in your system of record rather than a separate spreadsheet, and the evidence travels with each candidate.
Bring the funnel that is overwhelming your recruiters. In 30 minutes we'll scope automating the top of it.
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