Candidate screening is broken. So we built S(ai)na to fix it.

I’m one of the marketers who's been behind the scenes trying to help people meet @HireHunch - S(ai)na (AI Interviewer) before she goes live.

At HireHunch, we’ve always been deep in the hiring trenches. We offer interviews as a service, so we spend a lot of time talking to recruiters and TA leaders.

That means we hear it all: resume overload, ghosting, fake experience, endless first-rounds that go nowhere.

Recruiters were spending hours every week on first-round interviews, just to figure out if someone was even worth moving forward.

We started wondering:

Why are we still treating resumes as the main filter when they’re increasingly… unreliable?

That’s where S(ai)na came in.

S(ai)na screen candidates based on actual skills, understands candidate backgrounds, and conducts structured skill-based interviews, including coding rounds if needed.

And after each interview, shares a detailed report highlighting strengths, gaps, and fit so recruiters don’t waste time guessing.

The result?

Recruiters get their shortlist ready for the interview and skip hours of shallow screening.

We’re about to launch, and I’d love to hear from fellow builders, recruiters, or anyone curious about AI in hiring:

→Would you let AI handle the first round of interviews?

→What would it take for you to trust it?

Appreciate any thoughts, and open to jamming in the comments.