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Stage 1 · Brief & sourcing

From a business task to a precise candidate profile

Tell AINA what problem the new person is meant to solve. AINA asks follow-up questions, helps you put the requirements and selection criteria into words, builds the candidate profile and the vacancy, and starts the search.

Most vacancies start with a job title and a list of requirements. In AINA the search starts with context: what needs to be solved, who would solve it best and by which criteria you pick that person.

First we work out who you actually need

  1. Describe the task

    Say out loud why you need someone, what they will have to do and what result you expect from them.

  2. Refine the profile together with AINA

    AINA asks follow-up questions and helps you pin down the level, the experience, the competencies, the motivation and the deal-breakers.

  3. Get ready-made search criteria

    AINA turns the conversation into a candidate profile, a vacancy, screening questions and assessment criteria.

  4. Start the search

    AINA starts finding and assessing candidates against the person you have actually decided to hire.

AINA drafts and ranks. Publishing the vacancy, changing a requirement and moving a candidate forward are all your calls — and every one of them is logged.

Stage 2Screening & interviews