One login. One UI. One coordinated workflow - from resume parsing, video interviews, coding tests to final evaluation report.
By shortening time-to-join, HIRA activates offer release and team ramp roughly 2 weeks earlier — an immediate boost to the enterprise's monthly billing cycle.
per candidate (2 wks x 40 hrs/week)
total billable hours gained (60 positions)
Conversational AI, in-line Sentinel integrity checks
Integrated technical assessment- can be included in the same session as the interview
Parsing & bidirectional skill matching
Consolidated scoring, code results, integrity findings & transcripts
Conversational AI, in-line Sentinel integrity checks
Integrated technical assessment- can be included in the same session as the interview
Parsing & bidirectional skill matching
Consolidated scoring, code results, integrity findings & transcripts
Today's "agentic hiring" landscape is a patchwork of point tools — each with its own login, UI, and data silo. HIRA replaces that patchwork with one coordinated platform.
One login. One UI. Zero integration tax.
4 logins. 4 UIs. Manual data hand-off between every step
Real-time detection of external assistance or non-screen-focused behavior.
Preventing proxy voice-overs via AI-driven audio-visual alignment.
Active anti-spoofing checks to ensure genuine candidate presence.
GCCs and IT services delivery organizations are trapped in linear scaling: to grow revenue, headcount must grow — but recruitment operations scale linearly with volume. For a center hiring 1,000+ engineers, the drag of L0/L1/L2 screening, scheduling, and integrity checks is massive and time-consuming, stifling speed and increasing time-to-hire.
Traditional hiring takes 6–8 weeks per role, delaying project kickoff.
Extended durations increase candidate drop-off and counteroffer risk.
Every week a role remains unfilled is a direct loss in customer billable hours.
A $450M global IT services firm's ODC/GCC was drowning in manual hiring workflows. HiraCloud.ai replaced their fragmented tooling with a unified platform. Six weeks later: 60–70 concurrent interviews per day, 75% qualified-accuracy scoring, and 400+ hours of SME time reclaimed monthly. Now running 18,000+ interviews annually on a single platform.
A mid-size IT services delivery team was hemorrhaging billable hours to manual L1 screening. HiraCloud.ai automated their entire hiring funnel—enabling 10–15 interviews per day without adding headcount. Result: 200+ hours of senior architect time reclaimed and a 50% interview-to-completion rate.
HiraCloud.ai is an agentic hiring cloud platform designed specifically for Global Capability Centers (GCCs), Offshore Delivery Centers (ODCs), and IT services companies. It provides a single unified platform that handles the entire hiring workflow—from resume parsing and skill matching, through L1/L2 video interviews, proctored coding assessments, to final candidate evaluation—all in one login, one UI, one coordinated workflow.
Most hiring platforms are point tools (resume screeners, interview bots, coding platforms, proctoring tools) that require 4+ separate logins, separate UIs, and manual data hand-offs between every stage. HiraCloud.ai replaces that vendor sprawl with one integrated platform. You get resume intake → video interview → coding assessment → integrity checks → evaluation report—all coordinated in a single workflow with no integration tax.
On average, HiraCloud.ai reduces hiring cycle times by 75%—compressing a typical 6–8 week process down to 1.5–2 weeks. This is achieved by automating L0/L1/L2 screening, eliminating vendor hand-offs, and running interviews + coding assessments concurrently.
For GCCs and IT services firms, every week a role remains unfilled is direct revenue loss. By shortening time-to-join, HiraCloud.ai accelerates offer release and team ramp-up by approximately 2 weeks. For a center hiring 60 engineers annually: • Offshore positions: ~$120,000 in accelerated billable revenue • Onshore/US client-site positions: ~$360,000+ in accelerated billable revenue
HiraCloud.ai includes the Sentinel integrity layer, which combines: • Gaze Tracking – Real-time detection of external assistance or off-screen behavior • Lip-Sync Validation – Preventing proxy voice-overs via AI-driven audio-visual alignment • Liveness Detection – Active anti-spoofing checks to ensure genuine candidate presence • Deepfake Detection – Identity verification to confirm the person is who they claim to be
HiraCloud.ai is built with enterprise-grade security: • SOC 2 Type II certified • GDPR compliant • CCPA compliant • End-to-end encryption for all candidate data • Role-based access controls and audit logs • Regular third-party security audits
A typical implementation takes 2–4 weeks, depending on your ATS complexity and integration requirements. This includes platform setup, customization of interview flows and coding assessments, ATS integration testing, and team training. Most organizations are fully live within a month.
Yes. One of HiraCloud.ai's key efficiencies is the ability to run the L1/L2 video interview and the coding assessment in the same session, reducing candidate fatigue and accelerating the hiring timeline.
HiraCloud.ai pricing is based on the number of candidates assessed per month, with volume discounts available. We offer flexible pricing models: • Per-candidate assessment – Pay for each candidate who completes an assessment • Tiered annual commitment – Fixed annual fee with included assessment volume and overage rates Pricing varies based on assessment complexity and integration requirements. We'll provide a custom quote after understanding your hiring volume and needs.
Getting started is simple: 1. Schedule a demo – See the platform in action tailored to your hiring process 2. Run a pilot – Assess a real cohort of candidates with your team 3. Customize – Work with our implementation team to configure interview flows and coding challenges 4. Launch – Go live with full team training and ongoing support
Discover how GCCs are replacing fragmented point-tools with unified agentic hiring platforms—cutting time-to-join by weeks and reclaiming hundreds of SME hours every month.
Read MoreLeading ODCs are setting a new bar—72-hour offer cycles powered by automated L0/L1 screening, AI-driven scheduling, and real-time integrity checks running in parallel.
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