Where every other hiring tool automates the process, Maya improves the decision. She speaks with every candidate and hears what a resume can't show. Your team knows — not guesses — who is worth their time.
“Hi Priya — Maya from Northwind. Two-minute question if you have it.”
Booked Thursday with Priya S.
Whether you're growing quickly, hiring at sustained volume, or working with limited recruiting resources, holding the line on hiring quality gets harder.
Maya helps you instantly scale recruiting effort — while improving candidate evaluation, hiring confidence, and the candidate experience.
The market has spent a decade making hiring faster. Nobody made it smarter. Maya speaks with every candidate, hears what a resume can't show, and brings your team signal that cannot be faked — with the context to decide.
Maya gives your team the signal and confidence to know — not guess — who is worth their time. Every recommendation carries the evaluation behind it.
Maya instantly scales recruiting effort during hiring spikes — engaging, following up, and moving pipelines forward without adding headcount.
Candidates hear back faster. Communication stays consistent, even at volume. Pipelines stay moving and hiring managers stay informed.
A real two-minute call
Pick a scenario and drop in your number — she'll ring within 30 seconds. No account, no card, no follow-up email.
“Hi — Maya here, calling from Northwind. Two-minute question if you have it.”
In four steps
Connect your ATS, referrals, and the inbound from every job posting. New applicants land in the right role with the right context — prioritized for attention, not piled into a queue.
Maya engages each candidate the way your team would — answering questions, following up at the right moment, keeping everyone warm. No one waits a week; no one gets ghosted when volume spikes.
Voice and message exchanges are recorded and scored — communication, motivation, judgement, risk — so every candidate is evaluated consistently and on the same bar, not on a gut read of a resume.
Maya brings you the candidates worth your time — with a written recommendation and the evaluation behind it. Recruiters and hiring managers step in with stronger candidate intelligence, and the final call stays yours.
From this morning · Tuesday, 19 May
Maya flagged Priya for the hiring manager — a strong communicator, clearly motivated, with one gap worth probing in the interview.
How she reaches candidates
A voice candidates pick up because the number looks personal.
“Hi Priya — Maya from Northwind. Two-minute question if you have it.”
Short messages, at the hour candidates actually read them.
“Hey Marcus — saw the Coda → Stripe move. Wondered if you'd be open to a chat.”
Emails that read like a recruiter who actually opened your portfolio.
“Subject: 'On the Stripe payouts work — and an opening at Northwind.'”
One recruiter, every role
“Warm, direct, technically literate. Reads the candidate's work before she writes.”
“Hi {first_name}— Maya here, calling from Northwind. I read your work on the Stripe payouts redesign and wanted to send the JD your way.”
Per-role overrides land on top of this.
Hire with confidence, not just speed. Ten minutes to set up — she takes it from there.
Hand Maya a tone, a knowledge base, the channels she's allowed to reach for.
Plug in Apollo, your ATS, the CSV from yesterday's referrals.
Pick a single open requisition. Watch her work it.
Median time to first booked screen · 36 hours