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Telescreening, assessment and video interview run as one pipeline. Candidates are invited, nudged, scored and advanced without a recruiter chasing anyone. You open one board and see who is ready to hire — with the evidence behind every score.
Three attempts per candidate to finish one five-minute screen — and the best candidates are gone before the third.
A panel calendar sets the pace of the whole requisition. Nothing moves faster than the next free hour.
Who has taken what, and who needs a nudge. Answered by a spreadsheet that is stale by lunchtime.
A screening sheet, a test portal, an interview recording, an ATS — reconciled by hand, every week.
PMaps Recruit does not replace your ATS — it runs the evaluation layer between application and shortlist, and writes the result back.
You build the campaign once. The agents run every round after that.
Linked job or assessment, email template, channels (email, WhatsApp, SMS), auto-pass and review thresholds, and the two automation switches.
Turns on auto-send and auto-advance across every stage at your thresholds. Use it on volume drives once your bands are calibrated.
Basic runs a linear sequence. Advanced adds branching for multi-location or multi-grade hiring off one requisition.
Duplicate a working campaign, relink the job, and you have a configured pipeline for a new requisition in minutes.
Upload in bulk, paste a list, or pull candidates from your ATS. Each one is matched to the JD and given a score. Informational by default — nothing is rejected without your rule.
Auto-scan scores each résumé against the campaign's job description; without one, there is nothing to score against.
Single entry, paste a list from a sheet, upload résumés, or import from PMaps Assessment or your ATS.
Agency candidates who are already screened can start at assessment. Walk-ins start at résumé. The dropdown decides.
A repeat résumé merges into the existing candidate with a log entry, so one person is one record across campaigns.
Leave the score blank and the candidate reads "Not scored". Nothing is invented to fill a column.
The agent calls the candidate, works through your screening questions, and returns a scored report with transcript and recording. Role fit, business acumen, intent to join — captured on the first attempt, not the fifth callback.
A number out of 100, a band (Developing, Proficient, Strong) and a hiring verdict — Consider, Reject, Advance.
Every answer is on record. Download the report, or replay the call when a hiring manager disagrees.
Retries, WhatsApp fallback and stale-invite flags mean an unreachable candidate is a data point, not a gap.
This is the PMaps assessment engine, running inside the pipeline. Pick from the role library or use your own validated instrument; the agent handles invitation, proctoring and scoring, then writes the result back to the candidate record.
Scored against the competency model for the role, not a generic personality read.
Spoken response scored for clarity, pace and comprehensibility — the signal a written test misses.
Set a minimum CEFR band; candidates below it surface in their own queue rather than in your shortlist.
"Recommended" or "Not recommended", traceable to the competency scores that produced it.
A conversational, proctored interview against the competencies derived from the job. Candidates take it 24×7 in the language they think in; you compare everyone on one scale.
English, Hindi, Marathi, Gujarati and Tamil today; the translation layer configures more on request.
The interviewer on screen can be your own customised avatar, so candidates meet your employer brand.
Trust score, risk band and violation log — audit-ready when a hire is questioned months later.
One link from the invite opens the session in a browser, on a phone or a desktop, whenever the candidate is free.
Every stage has two numbers and two switches. Set them role by role: tight and supervised for a branch manager, wide open for a 400-seat BPO drive. Start at review-everything and loosen as you trust the scores.
Agents invite, remind and score. Every advance is a human click. Use it for the first two weeks, or for leadership roles.
Clear passes advance themselves; the grey band comes to you. Where most teams settle after a month.
The pipeline runs end to end and hands you a ranked, offer-ready list. Built for volume drives.
Every automated decision leaves a record. Which stage, which score, which threshold, which question, which recording — timestamped on the candidate's activity log. That trail is what makes an automated funnel defensible to a candidate, an auditor or a business head.
Auto-pass, auto-reject and awaiting result. Your attention belongs to the first two; the third is the agent still working.
Open the candidate, read the recommendation, press Pass or Reject. The next stage's invite goes out on the same action.
Jump a candidate to any later stage. The skip is logged with who did it, so the exception is visible in an audit.
Each candidate carries an integrity state from proctoring. "Clean" means no violations across the session.
By the time a candidate reaches your review queue, four independent evaluations already sit on their record — each with its own score, its own reasoning and its own replayable evidence.
"Extend offer" is a button a person presses. Auto-extend on entry exists, and we recommend leaving it off. Rejections go out too, on a template you control — silence is the biggest complaint in hiring, and this removes it.
Telescreen, assessment and video interview sit on the same candidate record. No stitching four vendors' exports together to explain a decision.
Twenty years of psychometric work and 3M+ candidate assessments behind the competency models the agents score against.
Link a role and each stage inherits its competencies, questions and weightage. Configuring a new campaign is minutes of work.
Thousands of screens run in parallel across email, WhatsApp and SMS. Candidates answer when they can; nobody waits for a slot.
Needs review, ready to advance, below the language bar, stale invites — the board tells your team where the next hour should go.
Stage-by-stage conversion, average score and completion rate — so you can see which stage is losing you candidates.
If assessment halves your funnel, either the bar is too high or the invite copy is wrong. The funnel view tells you which stage to interrogate.
Every send is listed with template, channel, timestamp and delivery state — evidence when a candidate disputes contact.
Score synced, advanced to next step, résumé merged, candidate created — the audit trail writes itself.
Owner, tenant admin, HR admin and superadmin. Add users by email; two-factor is a per-user toggle.
PMaps Recruit does not replace your ATS. Scores, reports and stage decisions sync to the system your team already works in.
You do. Data is held under DPDP and GDPR terms, retention is configurable, and candidates can be purged on request.
Each stage score traces to a question, a weight, a recording and a threshold, timestamped on the candidate's log.
Manual overrides and skip-to actions are recorded against the user who made them, so exceptions are visible in an audit.
Evidence is retained with the recording rather than summarised away — audit-ready when a hire is questioned months later.
We build the campaign against your job, link an assessment, and set every stage to manual review. You see each score before anyone advances.
Compare agent scores to the calls your recruiters made on the same candidates. Set auto-pass where the two agree; leave the grey band for review.
Duplicate the working campaign for adjacent roles. Recruiters move from chasing candidates to reviewing a queue that is already sorted.
Autonomous to shortlist on high-volume roles, with the funnel view as your control panel and the audit trail as your defence.
Only if you switch auto-reject on, at a threshold you set. Default behaviour is to score and queue for review.
No. Run any subset in any order. Many teams start with telescreen only, then add assessment and video.
No. It runs the evaluation layer and writes results back. Live with PeopleStrong, Quess, TurboHire, Zwayam, apna and others.
A campaign built from an existing job and assessment is a same-day exercise. Your first live requisition runs inside a week.
Each stage score traces to a question, a weight, a recording and a threshold, timestamped on the candidate's log.
18 proctoring signals per session produce a trust score and violation log, and every answer stays on record for replay.
Open the recording, replay the answer, adjust the weighting and resync the score. Overrides are logged against the user.
The telescreen is a phone call. Assessment and video need a browser; SMS and WhatsApp reach candidates who ignore email.
You do. Data is held under DPDP and GDPR terms, retention is configurable, and candidates can be purged on request.
A free pilot on ten candidates — one open role, all five stages, no licence and no commitment.
We configure the campaign against your job, push your next batch of applicants through all five stages, and hand you the ranked shortlist alongside your current process. Compare the two on time and on quality. Or start with a free pilot on 10 candidates — no licence, no commitment.