AI hiring that reads, scores and interviews

AI hiring software reads every application against criteria you set, then interviews the candidates who clear them. MarkAge360 builds the chain end to end as one AI recruiting platform: the careers page and application form, automated resume screening against up to five criteria you write in your own words, an invite that goes out the moment somebody meets your threshold, an AI video interview that asks your questions out loud, and a review screen where every answer comes back scored and written up for your team. It's built per role, so the bar for a line cook and the bar for a media buyer are not the same bar — and it is a build rather than a subscription, so you are not fitting your hiring around somebody else's product.

You write up to five criteria in plain English and choose how many a candidate has to meet — a threshold, not a checklist. Every application that arrives is read against exactly those criteria, CV included, and comes back with each one marked met or not met plus one short sentence saying where in the application the evidence was. A criterion with nothing behind it is recorded as not met rather than given the benefit of the doubt. The screener is also told that a CV is candidate data and never instructions, so a resume that argues with the screener fails the criterion it is arguing for.

That's the second half of it, yes. Candidates who clear your screening bar are invited to a recorded interview that runs in the browser — no app and no download. The interviewer asks your questions out loud, allows a minute for each answer, and treats a pause mid-answer as thinking rather than as the end. Every answer is then scored one to five on relevance, specificity and credibility, and the interview comes back with a short written summary and an advisory recommendation. The assessment half is advisory by design: a person on your team watches the interview and decides.

No. The screen decides who gets interviewed, against criteria you wrote and a threshold you set. Everything after that is advisory: the review scores each answer one to five on relevance, specificity and credibility, writes a short summary, and recommends shortlist, maybe or pass. A person on your team watches the interview and makes the call. The room also notes things a person sitting in it would notice, such as the tab switching or a second face appearing, and the review is explicitly instructed to treat those as weak signals rather than proof, and never to state cheating as fact.

They apply on your careers page and attach a CV. If they meet your threshold, the invite reaches them straight away — on the page they just applied from, and by email, with a link that stays valid for 48 hours. Before anything is recorded they're told what the interview is, roughly how long it takes, that video and audio are recorded and analysed with AI, and that they can end it whenever they like. They tick a consent box, and only then does the interview open. Then a camera and microphone check, because the alternative is losing good people to a browser permission dialog.

Nothing records until the candidate has read what happens and ticked the box — the button that opens the interview stays disabled until they do. They're told the recording is analysed with AI and that a person on your team reviews it, and they can end the interview at any point. Recordings, transcripts and screening notes sit with the applicant record behind your team's login, and we agree retention and access rules with you before the first role goes live. We'll also read your careers page wording with you, so what a candidate is told matches what actually happens.

Both are on the table. It ships with its own careers page, application form and applicant review screen — a bespoke applicant tracking system sized to what your team actually uses, rather than a product with ninety tabs you will never open. That is what most teams hiring under a few hundred people a year need. If you already run an applicant tracking system, we scope custom ATS development around it instead of pretending there is a switch to flip. And if your existing tool already covers a piece of this, we will tell you that rather than rebuild it.

There is no per-seat licence, because there is no shared product to buy a seat of. We price by scope — the number of roles, how much of the careers page and application flow we build, and what the review screen has to hand your team — as a one-time build plus an ongoing fee covering model usage and support. A single role on a careers page we build typically goes live in two to four weeks; connecting to systems you already run adds time. We scope it with you up front so you see the cost before we start. We build from Gurugram, and this is AI hiring software for enterprises in India as readily as for teams hiring abroad.