Hire AI-ready talent
Every resume says AI. Find out who means it.
Alex, the AI recruiter, tests AI fluency in every interview, against the same AI-native role standard your employees are measured on. The sourcing, review and scheduling come off your recruiters’ desks, so every candidate gets a real test, not a keyword match.
Request demoMicrosoft and LinkedIn, 2024 Work Trend Index, a survey of 31,000 people in 31 countries.
Account Manager
312 applications · AI fluency tested
all reviewed
Alex, overnight
Read against the role criteria
312 of 312
Interviewed
41 · 9 out of hours
Answered, either way
everyone
On the recruiter’s desk this morning
Three to call, not three hundred to read
You decide
Why it takes Alex
Testing AI fluency properly takes hours recruiters don’t have.
AI fluency only shows up in a real conversation, not in a keyword. Doing that for every applicant works only if the triage, chasing and coordination come off the recruiter’s desk.
Reading a pile nobody can finish
When a role pulls three hundred applications, the honest outcome is that most are never properly read. The first fifty get attention and the rest get a filter.
Chasing instead of talking
Outreach, follow-ups, reminders and rescheduling. Necessary, endless, and none of it needs a recruiter’s judgment.
First interviews that repeat
The same opening questions, thirty times a week, in whatever order calendars allowed.
The replies that never get sent
Rejections are the first thing to go when the week runs out, which is exactly the part candidates remember and tell people about.
The problem
A resume can’t show you how someone works with AI.
Every resume now claims AI skills.
The same few models polish every application, so “AI proficient” appears everywhere and proves nothing.
Keyword filters can’t test it.
Screening matches the words on the page. Whether someone can design an AI workflow only shows when you ask them to walk you through one.
You find out after the offer.
If the interview doesn’t test it, AI fluency gets discovered in the first months on the job, when changing course is expensive.
If you only find out after the offer, the hire was a guess.
How it works
Alex runs the volume. Your recruiters run the decisions.
Every interview tests the AI fluency and role criteria in the approved role standard, the same one your employees are measured on. The recruiter gets a shortlist that already shows its reasoning.
One approved role standard, used at every step
The agent
Alex, the AI Recruiter
Sources on capability fit, writes the outreach, reads every application against the criteria, and interviews around the clock in 19 languages.
Meet Alex →
The workflow
Hiring
Sourcing, review, interviews and evidence connected in one pipeline, so nothing is stitched together and nothing falls through it.
How hiring works →
The foundation
AI-native Job Architecture
The criteria Alex screens and interviews against, approved by you, and identical to the ones your own people are measured on.
How job architecture works →
Alex runs
Sources
→Engages
→Reviews
→Interviews
You decide who progresses
Start with the role where AI fluency matters most.
See the shortlist, and the AI fluency evidence behind every name on it.
Proof
AI fluency, tested at scale.
NOTINO
Hiring for AI fluency with Alex.
Candidates are interviewed on how they work with AI, against the role’s standard, before anyone makes an offer.
ROHLÍK GROUP
3×
Recruiter capacity tripled. Application review and interviews run autonomously, while every decision stays with the team.
Read the case studyWhere the line sits
What Talentpilot does not do.
Testing for AI fluency is only useful if you can defend how every candidate was treated. The boundaries are the point, not the small print.
It does not decide who gets hired
Alex assembles comparable evidence and prepares the shortlist. Recruiters and hiring managers make every call on who progresses.
It does not screen on anything but the criteria
Candidates are assessed against the approved role standard. Nothing is inferred from a name, a school or a photograph.
It does not hide that it is AI
Alex introduces itself as an AI interviewer. Candidates know who they are talking to, and get an answer either way.
Enterprise control & governance
Automate the volume, not the judgment.
One rubric for everyone
Every candidate is assessed against the same approved criteria, so consistency holds whether a role draws thirty applications or three hundred.
Human decisions, on the record
Who progressed, and on what evidence, stays auditable. The final call is always a person’s.
Built for the EU AI Act
Evidence you can inspect and explain, which is what a regulated hiring process needs rather than a score nobody can account for.
Frequently asked questions
Does Alex make the hiring decision?
No. Alex sources, reviews, interviews and assembles comparable evidence. Recruiters and hiring managers decide who progresses and who is hired. That is a design choice, not a limitation: it keeps humans accountable and keeps you on the right side of AI regulation in the markets you hire in.
What exactly comes off a recruiter’s plate?
The work that scales with volume rather than with judgment: searching, first outreach and follow-ups, reading every application against the role criteria, running first interviews, scheduling, and writing the rejections. What stays is the part only a person does well, calibrating with the hiring manager, selling the role, and closing.
Will candidates notice they are talking to AI?
Yes, and they are told. Alex introduces itself as an AI interviewer. The trade a candidate gets is a real conversation at a time that suits them and an answer either way, rather than silence from an inbox nobody had time to read.
Does it work with our ATS?
Almost certainly. Talentpilot connects to 40+ ATS and 20+ HCM systems, including Greenhouse, Ashby, Lever and Workday, so Alex runs inside the workflow your team already uses rather than beside it.
How does Alex test AI fluency?
Alex asks candidates to walk through how they would use AI on real tasks from the role, then probes for specifics: what they would hand to AI, what they would check, and what stays with them. Answers are assessed against the AI fluency levels in the approved role standard, and your team sees the evidence.
