Know who is worth the interview.
Every applicant enriched, screened and scored against the job the moment they apply, so your shortlist is already waiting when you open the pipeline.
5,000+ growing businesses hire on AvaHR without a recruiting team.
Scored against the job, not a gut feel.
You set what matters for the role. Ava, the assistant built into AvaHR, scores every applicant on those criteria the moment they apply and writes a one-line read of why the number came out that way.
- Criteria you define per role, not a generic rating
- Ava explains every score in a line you can act on
- Ranked automatically, so the shortlist builds itself
Test the skill before the interview.
Send a short, role-specific test with the invite. The result lands on the profile beside the score, so you walk into the interview already knowing what they can actually do.
- Trade skills, safety, numeracy or a scenario you write yourself
- Sent automatically to anyone who clears your knockout questions
- Scored and attached to the profile, no separate tool to check
Everyone's read, in one place.
Interviewers score independently against the same criteria and their votes roll up automatically. No hallway consensus, no waiting on the one person who never replies.
- Independent scoring, so nobody anchors on the first opinion
- Votes and notes roll up to one team average
- See who has scored and who is holding it up
Screen before you spend a minute.
Ask the questions that actually decide the role, right inside the application. Anyone who cannot clear a hard requirement is filtered out before they reach your list.
- Custom questionnaires per role, reusable across postings
- Knockout rules filter the unqualified automatically
- Answers land on the profile beside the score
Meet them before you meet them.
Send a few questions, they record answers on their phone, and you watch when it suits you. A first round that costs nobody a calendar slot.
- Your questions, recorded once and reused on every posting
- Candidates answer on their own time, from a phone
- Answers sit on the profile so the whole team can watch
Reach them where they actually reply.
Good candidates go quiet because nobody answered fast enough. Text and email from the same place the score lives, using templates your whole team can reuse.
Text straight from the profile
One tap from the score. No switching apps, no digging for a number, no handing out a personal cell.
They answer in minutes
A text gets read while an email sits unopened, so the good ones are still available when you call.
The thread stays on the record
Every message is attached to the candidate, so whoever picks it up next sees exactly what was said.
Templates that keep the tone right
Write it once, send it in a tap, and let anyone on the team use the same wording.
Everything that tells you who to hire.
Every Evaluate & Qualify feature is included from day one, on every plan.
Candidate database
Every applicant you have ever had, searchable by role, skill or location. Last year's runner-up is one search away.
Bulk actions
Move, message or decline a whole group in one pass.
Automated actions
Rules that keep the pipeline moving while you work.
Hiring dashboard
Where every role stands, where candidates are stalling, and what needs you today. Open it with coffee and you know which two people to call before lunch.
The features with their own section above are on the same plan as the six here. No add-ons, no per-applicant fees, no upgrade tier.
“I used to read ninety résumés and hope. Now the five worth calling are sitting at the top when I open it, and my team has already scored them.”
Before you trust a score.
Still deciding? A specialist who knows your industry will walk the whole flow with you.
What is the score actually based on?
The criteria you set for that role, nothing generic. Certifications, years in the trade, availability, commute, questionnaire answers, whatever decides it for you. Each one is weighted and shown on the profile, so you can always see why a candidate scored what they scored.
Can I override a score or a knockout?
Yes. Scores rank the list, they do not make the decision. You can advance anyone at any stage, and knocked-out applicants stay in the database rather than disappearing, so you can pull one back if you want to.
Do interviewers see each other's scores?
Not until they have submitted their own. Everyone scores against the same criteria independently, then the panel rolls up to one team average with every note attached, so the loudest voice in the room does not set the tone.
Is text messaging compliant?
Candidates opt in when they apply, every message is logged against the profile, and opt-outs are honoured automatically. Your whole team works from one thread rather than personal phones.
How do one-way video interviews work?
You record or write a few questions, the candidate answers on their own time from a phone, and the responses land on their profile beside the score. Your team watches and rates when it suits them, which removes an entire round of scheduling.