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AI interview screening

Every applicant gets a real interview. Your recruiters get their week back.

Maria, our AI interviewer, runs first-round screens by voice in English or Taglish. Your team gets an evidence-backed scorecard for every candidate.

Book a demo See how it works
  • No install for candidates
  • Voice and video assessed
  • People make the decision
Live interview · 04:12
Maria · AI interviewer
MariaYou mentioned collections work. What did you do when a customer got upset about a late fee?
CandidateI let them finish first, then explained the payment options…

Illustration.

Business value: days of effort, done in minutes

From a pile of resumes to a booked interview, in minutes

Today10–15 days
  1. Resume arrivesjoins the pile
  2. Waits for a recruiterdays, often longer
  3. Phone screen15–20 hrs per position
  4. Shortlist after 10–15 daysjudged differently by each recruiter
With Panayamminutes
  1. Resume arrivesuploaded to the role
  2. minutesParsed and matchedscored 0–100 against the JD
  3. minutesShortlisted, booking link sentcandidate picks their own slot
  4. as early as next dayMaria interviewsEnglish or Taglish
  5. Shortlist with evidencerecruiter makes the call

Below the match threshold? The candidate is flagged for a recruiter to look at, never rejected automatically. Baseline figures: client recruiting baseline, Panayam project brief.

How it works

From job description to shortlist

Two human checkpoints. Nothing runs before sign-off, and nothing is decided without a recruiter.

  1. Job descriptionAI extracts what matters
  2. Hiring manageranswers a few questions
  3. Interview planquestions + weighted rubric
  4. Dual sign-offrecruiter + hiring manager
  5. AI interviewvoice + video, any browser
  6. Scorecardevidence for every score
  7. Recruiter decidesmakes the hiring call

Human checkpoint Done by Panayam Click a step to pause on it
High-volume rolescustomer service, sales, field, collections
  1. Job-family bankTagalog questions, ready to use
  2. Approved once per rolerecruiter + hiring manager
  3. Same questions for every candidateshort 1–5 screen, comparable at scale
Professional and niche rolesone size does not fit all
  1. Bespoke question bankdrafted from the JD, the hiring manager's answers and the rubric
  2. Edited and approvedrecruiter + hiring manager
  3. Maria follows up on each answer1–10 rubric, including on-camera presence
The interviewer

Sounds like a recruiter, not a form

A two-way conversation with follow-ups, not answers recorded to a camera.

  • English or Taglish, and switches mid-call on request
  • Filipino voices you choose and preview
  • Follows up on what the candidate actually said
  • Waits for people to finish thinking

Integrity and safety on every call

Connection
Silence
Abuse
Coaching / second voice
Technical failure
Call health report

Example: the candidate's connection drops

  1. 0 sSignal degradesmonitor starts timing
  2. 15 sMaria warnsin the call's language
  3. recoversInterview continuesMaria carries on
  4. 60 sEnds politelyif it never recovers
  5. afterReschedule emailcandidate picks a new slot
Your brand ambassador

Choose who interviews for you. Then make them yours.

Eight interviewers, eight personalities, women and men. Pick the one that sounds like your organisation, hear them introduce themselves, and we tune the rest with you.

Maria
Warm · Professional · Direct

The flagship. Puts nervous candidates at ease, then keeps the interview moving.

Best for: any role
Nina
Bright · Energetic · Taglish-first

Sounds like a friendly team lead. Keeps high-volume screens quick and human.

Best for: mass hiring, walk-ins
Cathy
Calm · Structured · Thorough

Measured pace and careful follow-ups. Gives experienced candidates room to go deep.

Best for: professional and niche roles
Patricia
Polished · Formal · Concise

Executive register. Sets a high bar from the first sentence.

Best for: senior and client-facing roles
Earl
Friendly · Practical · Taglish-first

Easy to talk to, straight to the point. Candidates relax and give real answers.

Best for: mass hiring, field and branch roles
Henry
Composed · Analytical · Precise

Asks how, then why. Keeps technical candidates on specifics without pressure.

Best for: engineering, data and IT roles
Nathan
Upbeat · Curious · Conversational

Genuinely interested in what people have built. Good energy for early-career screens.

Best for: early careers, sales, product
Alvin
Senior · Measured · Reassuring

Unhurried and steady. Gives experienced people room to show judgement.

Best for: leadership, finance, risk and compliance

Each intro says "your organisation". In your deployment they say your company's name, in your tone, in English or Taglish. Different name or face? That's an onboarding change.

What gets configured

Mariaexample profile · on behalf of your organisation
Live
Introduces herself as"Maria from Panayam, on behalf of [your organisation]"onboarding
Face on screenYour chosen photoonboarding
VoiceThea · Filipino accent ▶ Test in Taglishconsole
Voice quality vs speedExpressiveBalancedFastestconsole
LanguageEnglishTaglish per roleconsole
Speaking pace 1.0× (0.8–1.2)onboarding
Expressiveness 0.60onboarding
ToneWarm · Professional · Directonboarding
Turn length1–2 short sentences, one question per turnonboarding
Opening lineYour approved script, consent includedonboarding
Interview lengthPer role, up to 35 minconsole
Patience before replyingTuned per languageonboarding

console You change these yourself

  • Her voice: audition each one in Taglish, then switch
  • Expressive, balanced or fastest voice quality
  • Language, question bank and length, per role

onboarding Tuned with you

  • How she introduces your organisation, and her photo
  • Opening and closing scripts, tone, honorifics
  • Speaking pace, expressiveness, how long she waits

Never changes

  • She screens; she never decides, and never tells candidates their score
  • She never coaches a candidate or goes off the record
Voice and video

Assessed on what they say and how they show up

A phone screen hears the words. Panayam also sees the candidate, so on-camera presence is scored alongside the answers, from the same interview.

Audiowhat the candidate says
  1. Transcriptevery turn, time-stamped
  2. Scored per dimensionknowledge, motivation, experience…
  3. Evidenceverbatim quotes
Videohow the candidate shows up
  1. A frame every 60 sfrom the recording
  2. On-camera presenceengagement, eye contact, framing, composure
  3. Written assessment2–3 sentences, cited
One weighted scorecardpresence carries 8–12% of a professional role's score; the rest comes from the answers
  • Scored for the candidate's role. Professional roles include on-camera presence; high-volume roles are scored from the transcript only.
  • Fair by rule. Age, ethnicity, gender presentation, disability, religious dress and skin tone are never scored.
  • Only what they control. At walk-in events the venue is yours, so presence is judged on grooming, staying in frame and attention, not the room.
Interview modes

Four ways in. One scorecard.

Professional hiring, high-volume hiring, recruitment days and events all run on the same platform, and every path ends in the same evidence-backed scorecard.

Email invite

Professional roles
  1. Add the candidateresume matched to the JD
  2. Signed invite emailedpersonal, secure link
  3. Joins at the booked timeany modern browser

Self-scheduling

Busy candidates
  1. Opens the booking linkno back-and-forth
  2. Picks a slotup to 14 days ahead
  3. Moves it if neededwithout calling anyone

Walk-in kiosk

Recruitment days
  1. Checks inname + ID, no resume
  2. Joins the live queuerecruiter sees everyone waiting
  3. Interviews on the spot25-minute cap by default

Event QR code

Job fairs and events
  1. Scans the posterown phone, nothing to install
  2. Picks a languageEnglish or Tagalog
  3. Waits in line, then talkslive position and wait time
Same rubric. Same scorecard. Same recruiter review.Candidates are compared fairly however they arrived.
Scorecards

Every score traces back to the candidate's words

  1. Answerrecorded + transcribed
  2. Evidenceverbatim quote + timestamp
  3. Rubric scoreper dimension, anchored
  4. Weighted total+ red-flag check
  5. Recommendationreviewed by a recruiter

Credit Advisor · Sample candidate

Taglish · 1–5 screen · illustrative
YES · 4.1
Role & company knowledge4
Motivation & commitment4
Schedule availability5
Commute reliability3
Experience transferability4
What moved this score
▶ 03:58I let them finish first, then explained the payment options.
▶ 05:10Medyo malayo po, mga isang oras at kalahati ang biyahe.
  • Rubrics per role. Professional roles 1–10, including on-camera presence. High-volume roles a short 1–5 screen.
  • Jump to the moment. Click any quote to hear it in the recording.
  • Rank and share. Candidates ranked per role, resumes matched 0–100 to the JD, exports to Word and Excel.
For recruiters

One workspace, every stage

  1. Set upRubric library · 19 templatesYour own questionsVoice picker
  2. RunPositions boardWalk-in kioskHelp assistant
  3. ReviewScorecards with evidenceRecording + transcriptRankings
  4. ReportAnalytics + utilisationWord / Excel exportROI model
Trust and governance

AI screens. People decide.

  1. Consent firstexplicit AI-interview consent, Data Privacy Act (RA 10173)
  2. Fit to the role, fair within itone approved question bank per role; every candidate for that role gets the same rubric; protected traits cannot be scored
  3. Human reviewa recruiter reviews every scorecard; no decision by AI alone
  4. Controlled accessrole-based logins, audit log of sign-offs and changes, hosted in Singapore
Reliability

Built to stay up during a live interview

Runs on Google Cloud in Singapore, with a real-time backbone built for live conversation.

Candidateany modern browser
encrypted
audio + video
Real-time backbonelow-latency, globally distributed media network
live
stream
Google Cloud · Singapore region
Interview enginelisten → understand → respond6 live monitors
Scoring enginerubric + evidence
Managed databaseinterviews, scorecards, audit log
Secure storagerecordings
Monitoringhealth checks + alerts
secure web
console
Recruitersreview + decide
Capacity-aware

When every slot is busy, scheduled interviews wait for the next free one.

Safe updates

Maintenance mode stops new interviews so live calls can finish.

Best engine per language

Speech and AI layers tuned separately for English and Tagalog.

Monitored

Automated health checks and alerting on every service.

Is Panayam a fit?

Check your requirements

Available today Roadmap planned
FAQ

Common questions

Does the AI decide who gets hired?

No. Maria interviews and scores; a recruiter reviews and decides. Candidates are told this before they join.

What does a candidate need?

Chrome, Edge or Safari, a microphone and a camera. Nothing to install.

Can we use our own questions?

Yes. Start from a job-family rubric or build your own, then edit the drafted questions.

Where is data stored?

Google Cloud, Singapore region, behind role-based access. Full detail in the fairness and data statement.

How do you handle coaching or cheating?

A second voice helping the candidate is detected during the call and noted on the scorecard; the call ends after repeated coaching. Abusive language is classified and handled. Ordinary background noise is not penalised.

Does it connect to our ATS or SSO?

Not yet; both are on the roadmap. Scorecards export to Word and Excel today.

See Maria interview for your role

Send us a job description and take the interview yourself, as a candidate would.

We reply within one working day. Or email info@panayam.net.