Hire 80% faster. Without an enterprise contract — or a recruiter

Hire 80% faster. Without an enterprise contract — or a recruiter

AINA is the EU-native AI recruiting platform built for fast-growing tech companies. AI interviews, candidate scoring, ATS, analytics, and a candidate career coach — all in one platform. GDPR and EU AI Act ready by design.

What AINA is, in one screen

AINA at a glance

• What it is:  An end-to-end AI recruiting platform that combines AI interviews, candidate scoring, ATS, pipeline analytics, and a candidate career coach.
• Who it's for:  Fast-growing tech companies (Seed to Series C, scale-ups, mid-market) hiring across Europe — especially gamedev, mobile, SaaS, and fintech.
• What makes it different:  EU-native architecture (Cyprus-headquartered), GDPR and EU AI Act ready, AI-first design (not an ATS with AI patched on), transparent scoring, and a candidate-side career coach competitors don't offer.
• Proof:  2,000+ AI interviews, 300+ positions filled, 50+ European corporate clients, $1M seed funding (2026), Forbes partnership.
• Best for:  Teams hiring 5-200 roles/year that need enterprise-grade AI capabilities without enterprise pricing or implementation timelines.
• Not built for:  Single-role executive search, government RFPs requiring on-premise deployment, or organizations with under one hire per quarter.

Three things every other AI recruiting platform gets only half right

The AI recruiting market is crowded but fragmented. Enterprise platforms like Eightfold and HireVue deliver depth at $50,000+ contracts and six-month implementations. Mid-market ATS like Greenhouse, Workable, and Ashby added AI features over the last two years, but the foundation is still a pre-AI applicant tracking system. Point solutions like Juicebox, Fetcher, and Paradox excel at sourcing or scheduling but leave the rest of the funnel to your team. AINA is built on three principles none of them combine.

01 / EU-NATIVE

Built in Europe, for European hiring

Most AI recruiting platforms are US-built and retrofitted for GDPR. AINA is headquartered in Cyprus and architected EU-first: data processed in the EU, GDPR compliance by design, and EU AI Act readiness built into the platform rather than added after-the-fact. When enforcement begins under EU Regulation 2024/1689, "compliant by design" is a structurally different position than "compliant by patch."

02 / AI-FIRST

An AI platform, not an ATS with AI added on

AINA was built AI-first. Interviews, screening, scoring, and analytics are core capabilities — not features layered on a legacy applicant tracking system. The platform learns across your hiring funnel: data from sourcing improves screening, screening data improves interview signal, interview signal improves scoring. Each stage gets smarter together, not in isolation.

03 / CANDIDATE-FIRST

The only platform that helps candidates, too

Every other AI recruiting platform is built only for the employer side. AINA also includes an AI career coach, a Forbes-partnered candidate community, mock interviews, CV refresh, and salary benchmarking. Candidates engage longer, drop off less, and convert at higher rates — which is why our customer base grew through referrals before paid acquisition.

Everything you need to hire — in one platform

AINA covers the full hiring funnel from sourcing through analytics. Most fast-growing teams replace 3-5 separate tools when they switch to AINA, which is where the cost savings come from before the time-savings show up.

AI candidate sourcing

Semantic search across professional networks and talent databases. AI surfaces candidates traditional Boolean searches miss — typically 40% of qualified profiles. Multi-language support across European hiring markets.

AI resume & application screening

Resume parsing and ranking at 94% accuracy. Reduces initial review time by up to 71%. AINA explains every score with transparent criteria — required under the EU AI Act and essential for hiring manager trust.

Asynchronous AI interviews

Candidates complete structured, role-specific interviews on their own schedule, 24/7 across time zones. AI scores responses on competency signals, communication, and role-relevant knowledge. Recruiters review AI summaries instead of watching every recording.

Transparent candidate scoring

Predictive scoring across role-fit, communication, and competency. Every score includes a human-readable explanation — no black-box decisions. EU AI Act compliant with logged audit trail of every AI-influenced decision.

Full applicant tracking system

Native ATS with pipeline stages, candidate communication, hiring manager collaboration, scorecards, and offer management. No need to bolt AI onto a separate ATS — it's the same platform.

Pipeline & hiring analytics

Real-time funnel conversion, source quality, time-in-stage, hiring manager velocity, and quality-of-hire tracking. Turn recruiting from a black box into a measurable business function.

How AINA's AI actually works

"AI-powered" means very little when every vendor claims it. Here's what AINA's AI does, in four explicit steps.

STEP 01

Ingest the role

AINA reads your job description and required competencies, then auto-generates structured interview questions and scoring rubrics aligned to the role.

STEP 02

Run the funnel

AI sources candidates, screens applications, schedules interviews, sends AI interviews to qualified candidates, and routes scored results to your hiring team.

STEP 03

Explain every decision

Every AI score includes a plain-English explanation of why a candidate ranked where they did. No black boxes — required under the EU AI Act and essential for defensible hiring.

STEP 04

Keep humans in control

You and your hiring managers approve every move forward. AINA is decision support, not decision replacement — by architecture and by EU regulatory design.

AINA vs. other AI recruiting platforms

The honest version. AINA isn't the right choice for every team — but for fast-growing European tech companies hiring 5-200 roles per year, it consistently delivers more capability per euro than the alternatives.

Assessment based on publicly available platform documentation, third-party reviews, and industry analyst reports as of May 2026. Competitor capabilities evolve — we recommend evaluating directly during your purchase process.

The biggest change to European hiring since GDPR. We were ready first

Under EU Regulation 2024/1689, AI systems used in recruitment are classified as "high-risk" — requiring technical documentation, bias monitoring, decision logging, human oversight, and transparency disclosures to candidates. Enforcement begins 2 August 2026 (pending the Digital Omnibus negotiations). Fines reach €15 million or 3% of global turnover for deployer breaches; €35 million or 7% for prohibited practices.

AINA was built to meet these requirements before they were finalized. Every AI-influenced decision is logged. Every score has a human-readable explanation. Every workflow keeps a trained human in the loop with override capability. Customers can produce AI Act and Fundamental Rights Impact Assessment (FRIA) documentation on demand — not in six months.

→ See our EU AI Act readiness documentation

Where AINA delivers the strongest results

AINA is built broadly enough to support most fast-growing tech hiring scenarios. These are the four where customers consistently report the highest impact — and the ones we know best.

— GAMEDEV

Game development studios

Scaling QA teams, hiring engine programmers, artists, and producers across Europe. AINA's semantic search reaches candidates outside LinkedIn — critical in gamedev, where talent often lives on GitHub, Behance, ArtStation, and specialized forums.

Best for:Studios hiring 10-100 roles per year across multiple disciplines and locations.— MOBILE & SaaS

Mobile gaming & SaaS scale-ups

Fast iteration cycles, distributed teams, frequent hiring waves. AINA reduces time-to-first-interview from days to hours, lets founders hire without a dedicated recruiter, and scales with growth without changing platforms.

Best for:Seed to Series C companies hiring 5-50 roles per year, often in parallel across functions.— MASS HIRING

High-volume mass hiring

QA, customer support, operations, sales development. AINA processes hundreds of applications per role with structured AI screening and async interviews — replacing the 1-2 dedicated recruiters mass hiring typically requires.

Best for:Teams hiring 50-500+ similar roles per year where consistency matters more than bespoke evaluation.— FOUNDER-LED HIRING

Founder-led & early-stage hiring

You're the founder, you're the recruiter, you have ten other things to do. AINA runs the funnel for you — sources, screens, interviews, scores — so you spend your time only on the final candidates worth your judgment.

Best for: Pre-seed to Series A teams making their first 10-30 hires without a dedicated talent function.

Build your hiring on European foundations

See AINA in a 30-minute demo tailored to your hiring volume and roles. We'll run a live search for one of your open positions and show you the AI interview, scoring, and pipeline experience end to end.

Book a demo →