How aikho works
From the job ad to the shortlist, on one set of standards.
What happens between opening a role and choosing whom to meet, and where your team stays in control.
Starter is free. One open role, 25 candidates in total. No card, no call. They do not reset.
01 · Set the standard
Define the role before anyone applies.
Start with the job ad, or just describe the work and give aikho some context. aikho turns it into the questions worth asking, and your deal-breakers.
Add your company context, check the brief and publish. aikho then prepares the interview, and you can read its plan at any time. Your team sets the standard candidates are measured against.
Role requirements · Illustrative
- Owns onboarding analytics end to end
- Runs experiments, reads them honestly
- Explains findings to product leads
Interview outline · Illustrative
Judgement under pressure
A time precision competed with speed. What was decided, and at what cost.
Explaining to non-analysts
A finding a stakeholder did not want to hear.
02 · Bring candidates in
Bring people into a process they can see.
Three ways to fill the top of the funnel. Use one, or all three.
- Post it on LinkedIn. Share your role's link and let people apply.
- Use the CVs you already have. Upload them and invite the people worth talking to.
- Let aikho find candidates for you. Tell us the profile and aikho's sourcing agent brings people in. Included.
Candidates can learn about the role and what comes next before they begin.
03 · The interview
A conversation about the work, not a form.
Candidates take the interview when it suits them, evenings and weekends included, or book a time to come back.
aikho asks relevant questions, follows up on answers, and gives candidates space to explain their work. Voice and text interviews are both supported, according to the role’s setup.
Candidates know they are speaking with an AI and that the hiring team can read the conversation.
Before the interview
A clear start.
Room to explain.
The role. The format. What to expect.
Practical questions about real experience, with follow-ups that explore the decisions behind it.
An illustration of the candidate journey, not a product screen.
04 · Review and decide
Read the evidence, then decide.
Read every score, the answers behind it, and the places where the interview did not get far enough. Ask aikho to help you explore the role and its candidates.
Your team decides whom to shortlist and hire. What rules can and cannot do is set out on Trust.
The answer, the follow-up, the assessment.
Alex Morgan, Senior Data Analyst, Customer Onboarding. A stored demo, so you can see what one conversation established.
Demo · fictional role, simulated candidate, quoted word for word.
aikho
Could you tell me about a specific time at Northstar where you had to make a tough call on how much analytical precision was needed versus moving quickly with the product squad?
Alex, demo candidate
I paused the rollout. The apparent improvement was partly a change in who signed up.… I explained that uncertainty to the product lead and proposed a randomized test.… That cost a week, but avoided rolling out on misleading evidence.
Reveal the follow-upHide the follow-up
aikho
When you ran that randomized test over the extra week, what did the results end up showing compared to the initial before-and-after picture?
Alex, demo candidate
The randomized comparison showed seven-day activation rising from 61 to 65 percent, a four-point gain, while the before-and-after chart had suggested about eight points.… then recommended a staged rollout with continued monitoring.
A closer look
Before you start.
Do we need candidates already?
No. Share your application link, upload CVs you already have, or let aikho’s sourcing agent search public profiles when you publish. Sourcing is included on every plan. Every applicant participates in the role’s application process, whichever route brought them in.
Does aikho decide who gets hired?
Your team decides whom to shortlist and hire. aikho can decline an application when its CV or interview assessment establishes that a hard requirement is not met. Missing or uncertain information does not establish a failure. You can separately enable low-score closure after a quiet period, with adequate interview information; it is off by default.
Do candidates know it is an AI?
Yes. Before starting, candidates are told that aikho is an AI and that your team can review their conversation. They should read the role and privacy information in their invitation. Questions about the role, access or application belong with the employer’s contact route.
Are interviews by voice or text?
Voice is the default. Text interviews are available when chosen for a role. Both formats let aikho explore relevant experience with follow-up questions. The voice journey includes an equipment check before starting. Candidates who need another format should contact the employer through their invitation.
Which languages does Hiring support?
Hiring interviews support English and French. Customer feedback has its own language options; they do not establish what Hiring offers. A candidate should follow the role’s application instructions and contact the hiring team if they need help with the available format or language.
Can we read the interview questions?
You can read the interview plan at any time after publishing. You check the brief first and publish; aikho then prepares the interview. The plan guides an adaptive conversation, so follow-up questions respond to the candidate’s actual answers. Your team does not approve a fixed set of questions before anyone sees them.
What happens after Starter?
Existing candidates can continue. Starter’s 25-candidate total does not reset, and deleting work does not restore it. For more roles and candidates, discuss a paid plan or Enterprise terms with us. The product shows available offers and allowances; the Pricing page does not invent paid prices.
Plan. Talk. Discover.
Start with what
you need to know.
Starter is free. One open role, 25 candidates in total. No card, no call. They do not reset.