Hours back for your team
First reads, sorting and note-taking are handled for you, so your people can spend their time in conversations with candidates.
Simplify hiring with AI
Hiring, minus the noise.
Aay Technology uses large language models to read, screen and rank applicants against your role, then turns every interview into a consistent summary. Your team spends its time on people, not piles of resumes.
- Humans make every hiring decision
- No automatic rejections
The problem
Hiring is slow, and most of the time goes to noise.
Most of the effort is reading, sorting and note-taking. That work matters, but it is not where a person's judgement adds the most.
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Too many resumes, too little signal.
Every opening brings a flood of applications that look alike. The strongest ones are easy to miss in the middle of the pile.
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Every screen is done a different way.
Different reviewers weigh different things, so decisions are hard to compare and harder to explain afterwards.
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Interview notes arrive late, or not at all.
Feedback comes in different shapes, so the team ends up debating from memory instead of from the same page.
How it works
From a pile of resumes to a shortlist you can explain.
Four steps. The software does the reading and sorting. You make every call.
Illustrative animation. Sample resumes are placeholders, not real candidates.
- 1
Job intake
Share the role: must-haves, nice-to-haves and what good looks like. We turn it into a clear screening rubric that you can edit.
- 2
LLM screening and ranking
A large language model reads each application against that rubric and ranks candidates, with a short written reason for every placement.
- 3
Structured interview summaries
Notes and transcripts become consistent summaries: strengths, open questions and evidence, in the same shape every time.
- 4
Shortlist
You get a ranked shortlist to review, reorder or overrule. Nobody is rejected automatically, and everyone stays visible to you.
Benefits
Less sorting. More talking.
What changes when the first read, the ranking and the note-taking are handled for you.
Reasons you can read
Every placement comes with a short written rationale, so you can check it, challenge it or overrule it.
Consistent from screen to offer
One rubric for every candidate and one summary shape for every interview, so comparisons are easy to make and easy to explain.
You stay in control
Reorder the list, add someone the ranking missed, or set it aside. The shortlist is a starting point, not a verdict.
Built around your role
Criteria come from what you tell us matters for the job, not from a generic keyword match.
Who it’s for
For teams who read a lot of applications.
If hiring means long evenings with a stack of CVs and a shared spreadsheet, this is for you.
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In-house HR and talent teams
You run hiring end to end and want consistent screening, without adding a tool that makes the decisions for you.
Often a good fit when
- Several open roles at once
- Many applicants per role
- Hiring managers want clearer summaries
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Startups and growing teams
No dedicated recruiter yet? Get a structured first pass and interview notes that your whole team reads the same way.
Often a good fit when
- Founders still run the interviews
- Hiring alongside other work
- You want a repeatable process
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Staffing and recruiting firms
Handle more requisitions without lowering the bar, with written rationale you can share with your clients.
Often a good fit when
- Many roles for many clients
- Clients ask why someone was shortlisted
- Speed to a first shortlist matters
Trust and privacy
The software does the reading. People make the decisions.
Hiring decisions change lives, so we built the product around one rule: a human is always the one who decides.
Applications and interview notes
Material you choose to share for a role
AI suggests
Reads, ranks and summarises
With a written reason for every placement
You decide
Your team reviews and decides
Reorder, overrule, add or set aside
Nothing moves forward or drops out without a person choosing it.
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People decide, always.
The ranking is a suggestion. There is no automatic rejection and no automatic advance. A person reviews every shortlist.
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Reasons, not a black box.
Each placement comes with written reasoning that your team can check, question and overrule.
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Honest about the limits.
Language models can be wrong, and can reflect biases in the material they read. We do not claim to remove bias. That is why people stay in the loop and why you can see the reasoning.
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Candidate data, handled with care.
Candidate material is used to screen and summarise for your roles. Before you share anything, ask us how it is stored, how long it is kept and who can access it.
This page describes how the product is designed to work. It makes no certification or compliance claims. If your organisation needs specific assurances or documents, ask us and we will answer in writing.
FAQ
Straight answers.
Short, plain answers to what people usually ask first.
Not seeing your question?
Ask it in the demo formDoes the AI decide who gets hired?
No. The software reads, ranks and summarises. A person on your team reviews every shortlist and makes every hiring decision.
Are candidates ever rejected automatically?
No. Nobody is rejected or advanced without a person choosing it. Candidates who rank lower stay visible, so you can look at anyone, at any time.
What does the language model actually do?
It reads each application against the rubric you approved, ranks candidates with a short written rationale for each placement, and turns your interview notes into summaries with a consistent structure.
Can it be wrong or biased?
Yes, it can. Language models make mistakes and can reflect biases in the material they read. We do not claim to remove bias. We keep a person in charge, show the reasoning behind every placement, and let you edit the rubric.
How is candidate data handled?
Candidate material is used to screen and summarise for your roles. We are happy to explain how it is stored, how long it is kept and who can access it before you share anything. Just ask in your demo request.
Do you work with our applicant tracking system?
Tell us which tools you use when you request a demo and we will tell you honestly what fits today and what does not.
How many hires a year do we need for this to be useful?
There is no minimum. It tends to help most where applicant volume is high or where several people screen and interview, because that is where consistency is hardest. The demo form asks for a rough range so we can prepare.
What happens after I request a demo?
We reply by email to the work address you give us, and arrange a walkthrough built around a sample role that is close to one of yours.
Request a demo
See it on one of your own roles.
Tell us a little about your hiring and we will set up a walkthrough. No pressure, no pitch deck, just the product on a role that looks like yours.
- We reply by email to the work address you give us.
- We build the walkthrough around a sample role close to one of yours.
- You decide what to share, and when.