AI agents screen. Recruiters decide.

Novexhire is two things under one contract: an AI talent acquisition platform and a recruitment agency. The platform gives your team five AI agents that source, screen, interview, and score candidates for IT roles. The agency side puts Novexhire recruiters on your requisitions when you would rather hand the whole search over. Most customers start with one and add the other within a quarter. We were founded in 2021 and work with U.S. hiring teams from offices in Austin, Chicago, Bogota, Madrid, and Manila.

You paste a job description into Nova Recruiter and it generates a structured interview: competencies, questions, follow-ups, and a scoring rubric. Candidates take it on their own schedule by video or voice, and the agent asks live follow-up questions based on what they say. Every answer is transcribed, scored against the rubric, and stored with the recording, so a recruiter can replay any moment. No candidate is rejected on a model score alone. Your recruiter sees the score, the evidence behind it, and the full transcript before making the call.

No. It removes the parts of the job that scale badly: resume triage, first-round screens, scheduling, follow-ups, and rediscovery of past applicants. Recruiting teams using Novexhire spend that time on hiring manager alignment, offer strategy, and closing instead. A human always makes the advance or reject decision on a shortlisted candidate, and every automated score is reviewable with its supporting evidence. If you use our agency service, that human is a Novexhire recruiter working your req.

Scoring is tied to job-related competencies defined in the requisition, not to inferred traits, and the agents do not consider protected characteristics. We run adverse impact analysis on scoring outputs every quarter and commission an independent bias audit annually, aligned to NYC Local Law 144. Candidates are told when they are interacting with an AI agent and can request human review at any point, which supports EU AI Act transparency duties for high-risk hiring systems. EEOC guidance on selection procedures shapes how our rubrics are built and validated. Audit records, rubric versions, and model versions export on demand for your legal team.

Yes. We ship native two-way integrations with Workday, Greenhouse, Lever, SAP SuccessFactors, and BambooHR, so candidates, stages, and scorecards stay in sync in both directions. There is also a REST API with webhooks, plus Zapier for lighter workflows. Job distribution and applicant ingestion run through Indeed and LinkedIn, and recruiter notifications land in Slack or Microsoft Teams. If your ATS is not on that list, our team scopes a connector during implementation.

Nova Recruiter, Signal Screening, and Voice Outreach operate in 32 languages, with production-tuned quality in English, Spanish, Portuguese, Tagalog, French, German, and Polish. Candidates can switch language mid-conversation, and transcripts are stored in both the original language and English so your team reviews a single thread. Voice Outreach matches regional speech patterns for U.S. English and Latin American Spanish. Our Bogota, Madrid, and Manila teams review every localized rubric before it goes live.

Most teams run their first AI interview within 14 days of kickoff. Week one covers the ATS connection, single sign-on, and syncing the candidate history your ATS already exposes into TalentGraph. Week two is rubric calibration: we build scoring criteria on three to five live requisitions and tune them with your hiring managers. Full migration of a legacy applicant archive is part of an Enterprise rollout, as are custom connectors and EU data residency, which run closer to 30 days. You get a named implementation lead for the entire process, not a ticket queue.

Data is encrypted with TLS 1.3 in transit and AES-256 at rest, including interview video, audio, and transcripts. Access is role-based and scoped to the requisition, with SSO through Okta or your own identity provider and mandatory MFA on every Novexhire staff account. We are SOC 2 Type II audited and ISO 27001 certified, and EU customer data can be kept on EU-hosted infrastructure. Candidate records follow your retention policy, defaulting to 24 months, with one-click deletion for GDPR and CCPA requests. We do not use customer or candidate data to train foundation models.