Raffi handles the part that grinds you down — reading résumés, scheduling phone screens, asking the same five questions 200 times. You handle the part that matters — meeting the qualified ones and making the offer.
Raffi runs hiring as a 3-step loop: Post the role (30 seconds, JD parser builds the hiring bar and screening questions), Screen every applicant with a 10-15 minute conversational AI interview by phone or browser, and Hire by reviewing the ranked top 3-5 with full transcripts and side-by-side comparison. No résumé piles, no scheduling tag, no hire fees.
The first-round recruiter-screening phase historically consumes 25-40% of total time-to-hire (Aptitude Research) — the single largest delay step in most funnels. Teams that automate that layer cut time-to-hire by 30-50% (LinkedIn 2024 Future of Recruiting), with 65% of US employers now reporting AI use somewhere in the hiring funnel (SHRM 2024 Talent Acquisition Benchmarking). Raffi is that automation layer, but conversational — not a one-way async video form candidates abandon at the 60% mark.
The same Post → Screen → Hire flow, shown end-to-end. Watch this if you'd rather see Raffi than read about it.
Drop in a job description — paste it, share a link, or use our free JD Generator if you don't have one yet. Raffi parses the role into a hiring bar, generates role-specific screening questions, and posts it to your ATS (Workable supported, more coming).
Voice-first, real-time. Raffi cross-references each candidate's CV, asks role-specific behavioral questions (STAR method), and scores them against your hiring bar. Candidates self-book 24/7 in any timezone, in 30+ languages.
Wake up to a ranked shortlist with transcripts, recordings, and a fit summary. Reveal contact info on the candidates you want to talk to, schedule your final round in two clicks, and make an offer. The candidate is yours the moment you reveal them — no placement fees, no percentage of salary, no hire fees.
The most common AI-hiring tool today is a one-way async video interview — candidate hits record, answers four questions to a webcam, sends the file. Completion rates sit around 60% per Talent Board's 2023 Candidate Experience Report (CandE Awards research), and the NPS gap between async-video and recruiter-led screens is 20-30 points. Raffi runs a real-time voice conversation instead — STAR-method behavioral questions, follow-up probes when an answer is vague, and a natural-language flow that completes at 95%+ on every job we've shipped. The candidate experience is the differentiator; the data shows up downstream as higher offer-accept rates.
Every Raffi interview opens with the candidate being told they're talking to AI. We A/B tested transparency vs. ambiguity in 2025; transparency wins on every metric — candidates are calmer, answer more honestly, and complete the interview more often. The structured rubric is set before the first interview runs, so every candidate is asked the same role-specific questions and scored on the same criteria. That's the legal baseline for a defensible hiring process under EEOC Title VII guidance, NYC Local Law 144, and the EU AI Act. Raffi runs the bias audits for you; the human stays in the loop on every hire decision.
The review queue shows you each candidate's overall score, the rubric breakdown (technical fit, communication, culture fit, experience relevance), the full transcript, the audio, and a two-paragraph fit summary. You can side-by-side compare any two candidates with one click. When you decide who to push forward, reveal contact info on just those candidates ($0.30 email, $1.50 email + mobile, $50 full profile) and schedule the final in two clicks — Google Calendar integration handles availability. Most hires close from posting to signed offer in 7-14 days, against an industry-average time-to-hire of 36-44 days reported by SHRM.
Raffi is not your recruiter — it's the screening layer your recruiter no longer has to grind through. It doesn't make the final hire decision; it gives your team the ranked evidence to make that decision on. It doesn't run live technical interviews — those still belong to a human or a take-home. And it doesn't take a placement fee. The candidate is yours the moment you reveal them; if you decide to make an offer, no extra money changes hands. That's the SaaS promise.
$25 starter credit — no card, no commitment. SaaS pricing means you only pay for the actions you take.
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