Every recruiter knows the feeling. A role opens, applications flood in, and within 48 hours you're staring at 200 CVs with a hiring manager asking for a shortlist by Friday.
Manual screening at that volume isn't just slow — it's inconsistent. The 40th CV gets less attention than the 4th. Bias creeps in. Strong candidates get missed.
HRIs — KarmaaLab's AI screening product — is built to solve exactly this.
AI ranking that explains itself
HRIs doesn't just score candidates — it ranks them by role-fit with explainable, bias-aware scoring. You see why a candidate ranked where they did: skills matched, gaps identified, scores broken down.
This matters because you're not handing the decision to an algorithm. You're getting a prioritized, evidence-backed list so your team spends time on the people who actually fit — not on triaging the pile.
Assessments that go beyond the CV
Once screened, candidates move into structured assessments: MCQ banks, coding tasks (with a built-in Monaco editor), and open-ended questions — all auto-graded. Every candidate gets the same test under the same conditions. No manual scoring, no inconsistency.
The results feed into a unified candidate report: scores, transcript, assessment breakdown — everything in one place for the hiring manager.
Interviews that run 24/7
HRIs includes conversational AI interviews — voice-enabled, adaptive, available round the clock. A candidate in a different timezone can complete their interview at 11 PM on a Sunday. Your team reviews the recording and transcript Monday morning.
Each interview is proctored: in-browser detection flags unusual behaviour in real time, with server-side verification as a second layer. You get the flexibility of async screening without sacrificing integrity.
What your team actually does
With HRIs running the top of the funnel, your recruiters stop being CV sorters and start being decision-makers. You set the role criteria, review the shortlist, and step in for the final conversation.
The AI handles the volume. Your team handles the judgment.
Three portals, clean separation
HRIs runs across three portals: Admin (your team), Candidate (their experience), and Screening (assessments and interviews). Each is purpose-built so candidates get a smooth experience while your team gets full visibility and control.
And when you make a hire? That candidate record flows straight into HRIm — no re-entry, no handoff friction. The hire is done; the employee lifecycle begins automatically.
If your hiring process still starts with a spreadsheet and ends with a frantic email to HR ops, HRIs is worth a closer look.