Monday · 400 new applicants
"We opened one warehouse role on Friday. By Monday there were four hundred applications and two of us."
Agni works the whole list the same day.
Solutions · Recruitment Screening
The first screen, done properly, for every applicant.
Agni calls your applicants, works through the questions that matter for the role, and records availability and expectations as clean fields. Your recruiters start the day with a shortlist and a transcript for every name on it, not a list of numbers to dial.
SOC 2 in processHIPAAGDPRData residency99%+ uptime SLA*
What the first screen feels like today
This is what a slow screen costs you.
Day 6 · No reply
"I applied last week and never heard anything. I took the other offer yesterday."
Every applicant gets a screening call while they are still looking.
After work · 7:40 PM
"The recruiter only calls during my shift. I cannot pick up on the floor."
Screens run in the calling windows you set, including evenings.
Interview day · 10:00 AM
"Forty minutes in, we found out he needs three months' notice and the role starts in two weeks."
Notice period is asked on the first call and logged as a field.
Language · 2:15 PM
"My English is fine for the job. On the phone with a stranger, I freeze up."
The candidate can answer in the language they think in.
Handover · Thursday
"The hiring manager asked what the candidate said about shifts. Nobody wrote it down."
The full screen travels with the candidate. Nothing lives in someone's notebook.
Illustrative scenario voices, not customer testimonials.
Why screening stalls
The first screen is a volume problem.
Most first calls ask the same ten questions: are you still interested, can you do the shift, when can you start, what are you expecting. It is careful work that does not need a recruiter's judgement, and it arrives in bursts nobody can staff for. Seasonal peaks, new sites, campus intakes, a contract win that needs sixty people by next month. Agni takes the repetition so your recruiters keep the judgement.
24/7
Screens in your calling windows
50+
Languages*
200+
Regional dialects*
*Language and dialect coverage figures are forward-looking, pending verification in the claims audit, and scope-dependent. Calling windows are configured per deployment and per market.
The four pillars
Built for the first screen, not just the first hello.
It takes over the dialling and the repetition. The shortlist decision stays with your recruiters.
Pillar 01
Trigger & Reach
From your pipelineList campaignsRetries & windows
New applicants in your ATS or careers form start a screening call through the API or a webhook. For a hiring drive, upload a list and run it as a campaign with calling windows, retry rules and a cap on concurrent calls.
Pillar 02
Role-Specific Screening
Per-role questionsKnockout criteriaConsistent every time
One question set per role or job family. Agni confirms interest, then asks about experience, skills, licences or qualifications the role needs, and follows up when an answer is vague. Every candidate for the same role gets the same questions.
Pillar 03
Availability & Expectations
Notice periodPay expectationsShifts & locationsInterview slots
The answers that sink interviews late are captured on the first call, as structured fields, not scribbled notes from a rushed phone screen.
Pillar 04
Outcomes & Handoff
Webhooks into your ATSTranscript & recordingRecruiter handoff
Every screen ends with a summary, a disposition and the full transcript sent to your ATS by webhook. Strong candidates go straight to a recruiter by live transfer or a booked callback. Everyone else hears a clear next step and a polite close.
Three flows, end to end
From applicant list to recruiter-ready shortlist.
One agent handles the first screen from trigger to handoff, and every call leaves a structured record behind it.
The new applicantSCREENED WHILE THEY ARE STILL LOOKING
Applies→Webhook fires→Agni calls→Screened→Back in ATS
The hiring driveA FULL LIST, WORKED IN WINDOWS
List uploaded→Calling windows→Retries→Ranked by fit→Shortlist
The strong candidateHANDOFF WITH THE WHOLE SCREEN ATTACHED
Passes screen→Live transfer→Your recruiter→Interview booked
Knockout rules, pass criteria and handoff triggers are yours to define. Agni ranks and routes; a person makes every shortlist decision.
The switch moment
Candidates answer better in the language they think in.
A nervous applicant in their second language gives short, safe answers. The same applicant in their first language tells you what they actually did in their last job. Agni switches with them mid-sentence and keeps the screen on track.
OUTBOUND · +971 5· ··· ···· · Dubaiعربي
AGNI · [friendly]متى يمكنك البدء إذا تم اختيارك؟
بعد شهر تقريباً. Can we do the rest in English?
AGNI · [switches instantly]Of course. One month's notice, noted. Are you able to work the early shift, starting at six?
Yes, early is better for me.
FIELDS 2 of 7✓ ON TRACK
Illustrative conversation. *Simulated progress meter.
First-round screen · retail associate · Toronto
Illustrative
AGNI"Have you handled a till or cash reconciliation before?"
CANDIDATEOui, pendant deux ans chez un épicier. FR → EN "...sorry, yes, two years at a grocery store, I closed out most nights."
AGNI"That helps. (unhurried) Et vous pourriez commencer quand ?"
CANDIDATEDans deux semaines.
Screening record · sent by webhook✓ PASSED
InterestConfirmed
Relevant experience2 yrs retail, cash handling
Start dateTwo weeks
ShiftsEvenings, weekends
Language of callFrench, English
Next stepRecruiter callback booked
Plus the full transcript, the recording link and a short summary for the recruiter.
Trust and control
The decision stays human.
Agni gathers the answers and hands them over. Your recruiters review, decide, and own every shortlist.
How it connects
Webhooks into your ATS.
After-call webhooksREST API triggersCareers form intakeList uploadSpreadsheet workflowsSIP trunking
Transcripts, recordings, summaries and dispositions arrive as a payload your team maps to the ATS fields you already report on. Custom API work is in scope on the enterprise plan.
Enterprise controls
Candidate data stays inside your perimeter.
SOC 2 in processHIPAAGDPRData residency99%+ uptime SLA*
Recordings and transcripts on every screen, your retention policy, role-based access for recruiters and hiring managers, and a complete audit trail.
All product and company names are the trademarks of their respective owners. *SLA figures are indicative pending the claims audit and are agreed per deployment.
What a screen costs
Priced by the minute, not by the seat.
A first-round screen is a short call. You pay for the minutes Agni spends talking to candidates, so a quiet month costs less than a hiring drive. Bring your volumes to the demo and we will work through a realistic year one with you.
$0.05/min
From*
*Indicative pricing, not a proposal or offer, plus a platform subscription from $150 a month, depending on concurrency. Setup may apply depending on complexity, and pricing varies by region and solution. Enterprise custom builds are negotiated.
The production path
Design, deploy, operate. With your recruiters in the loop.
Step 01
Design
Your roles, your screening questions, your knockout rules and your disclosure wording. We agree the languages, the calling windows in each market, and the fields each screen must return. Your hiring lead signs off the script before a single candidate is called.
Step 02
Deploy
Webhooks wired into your ATS, test calls on the team's own phones, then a shadow period on a slice of real applicants while your recruiters read every transcript and check every disposition against their own judgement.
Step 03
Operate
Full volume, a named engineer, and a regular review of completion rate, disposition accuracy, handoff quality and candidate drop-off. New roles and new languages ship as changes, not new projects.
Deployment timelines depend on integration complexity, telephony access, the number of roles in scope, and how quickly script sign-off happens on your side.
Fair hiring, by design
Every candidate gets the same fair first call.
Hiring is a sensitive place to put AI, and candidates deserve to know how they are being screened. The controls below are part of every deployment, not add-ons. Your legal and people teams set the policy for each market you hire in; we build the calls to match it.
Policy set per market by your team
The caller says it is AI.Every screen opens by telling the candidate they are speaking with an AI assistant calling on your behalf, and what the call is for.
Consent is asked and logged.Consent to continue and to record is captured at the start of the call and stored with the screen. A candidate who declines is offered a human instead.
The same questions for everyone.Candidates for the same role hear the same question set, and the script is signed off by your team before it runs.
A person reviews every shortlist.Agni ranks and routes. It does not reject anyone on its own authority, and recruiters can open the transcript behind any decision.
These are product controls, not legal advice. Hiring rules differ by country, state and province; confirm your requirements with your own counsel.
Straight answers
The questions your talent lead will actually ask.
Yes. Each role or job family gets its own questions, knockout rules, voice and call behaviour. We build the first version from the questions your recruiters already ask, and you can test it with calls to your own team before a real candidate hears it. Changing a question later is an edit, not a rebuild.
By webhook. When a call ends, Agni sends the transcript, recording link, summary and a structured disposition, and your team maps that payload to your ATS fields during deployment. Calls can also be started through our API, so a new applicant in your system can trigger a screen automatically. We do not claim a native connector for any particular ATS; webhooks are how it connects.
Yes, and we recommend it in every market. The call opens with a disclosure that the caller is an AI assistant calling on your behalf. Consent is asked and logged, calls stay inside the windows you set, and every screen keeps its recording and audit trail. A candidate who would rather speak to a person is offered one.
They get one. Agni can transfer the call live to a recruiter with the screen so far attached, or book a callback and record the request as a structured outcome. Nobody is told to email a general inbox and wait.
The model handles 50+ languages and 200+ regional dialects,* and it follows a candidate who switches languages mid-answer. Most hiring teams start with the two or three languages their applicants actually speak and add more when a new site or market opens.
Yes. Upload a list and run it as a campaign with schedules, calling windows, retry rules and a limit on concurrent calls. It suits seasonal peaks, new site openings, graduate intakes, and contract wins that need a lot of people quickly.
In the region you choose. Data residency is part of the deployment design, you set retention on recordings and transcripts, and access is role-based so hiring managers see only their roles. We hold SOC 2 (in process), HIPAA and GDPR controls, and your security team gets a working session with our engineer, not a PDF.
Pricing starts from $0.06 per minute* plus a platform subscription from $150 a month, depending on concurrency, with setup depending on complexity. Enterprise custom builds are negotiated and include custom API work. Bring your application volumes to the demo and we will work out a realistic year one together.
When NOT to pick RavanAI Enterprises
You hire a handful of senior people a year. Executive and specialist search runs on relationships and judgement from the first conversation. An AI first call adds nothing there, and we will say so in the demo rather than after you sign.
You want AI to make the hiring decision. We will not build that. Agni gathers answers, ranks and routes. A person reviews every shortlist, and that is not a setting you can switch off with us.
Your applicants all speak one language and your recruiters already call back within a day. The dialect advantage is the reason to choose us. If it does not apply, a simpler single-language tool is a fair choice.
Your ATS cannot receive a webhook and nobody will export the data. Structured outcomes are only useful if they land somewhere. Sort out where the records will go first, then talk to us.
*All figures on this page are forward-looking, pending verification in the claims audit, and indicative only. Pricing is pending final confirmation.
Hear it
The switch reel.
One live call. The speaker flips language mid-sentence and Agni keeps going without missing a beat.
HEAR IT LIVE → Try itHear it live.
Talk to Agni yourself. Ask it a screening question in your own language and listen to how it answers.
HEAR IT LIVE → Book itA live demo.
Bring your talent lead and one real role. We run a screen on it, live, in the language your applicants speak.
BOOK A DEMO →Ready to hand off the first screen?
Bring your talent lead and one open role. We screen a test candidate in your applicants' language, live on the demo.