Hiring platform pairing an AI recruiter that sources, screens and interviews candidates with an AI career coach on the candidate side.

AINA works by combining Voice Brief To Vacancy: A recruiter describes in about five minutes what problem the hire should solve; AINA asks follow-up questions, puts requirements and selection criteria into words and publishes the vacancy., Automated First Screening: AINA runs the initial screen, collects extra signals beyond the CV and explains why a candidate fits or does not fit that particular role, so recruiters step in only where it is worth the time., Built-In ATS: Candidates, applications, interviews, messages, scores, feedback, team decisions and the full interaction history live in one system rather than across tabs and inboxes., AI Career Coach: Candidates run sessions that review CV, experience and search strategy, return a concrete task list, probe answers that sound generic or undersell experience, and keep a session history to revisit., CV Review With Rewording: Rather than flagging problems abstractly, the review suggests proper wording — users report CVs coming back roughly twice as strong and shorter. to help users with Fast Shortlisting: A hiring team posts a role and receives a shortlist of assessed candidates within 24 hours instead of waiting weeks for sourcing., Recruiter Capacity: A small recruiting function handles more open roles by delegating first screening and signal collection to the platform., Interview Practice: A candidate rehearses answers repeatedly with feedback, learning where they drift long or undersell their experience before talking to companies., CV Diagnosis: A job seeker whose applications go unanswered finds out what is holding the profile back before sending more., Standing Out Beyond The CV: A candidate in a communication-heavy role attaches a video intro that differentiates the application..

Key features include Voice Brief To Vacancy: A recruiter describes in about five minutes what problem the hire should solve; AINA asks follow-up questions, puts requirements and selection criteria into words and publishes the vacancy., Automated First Screening: AINA runs the initial screen, collects extra signals beyond the CV and explains why a candidate fits or does not fit that particular role, so recruiters step in only where it is worth the time., Built-In ATS: Candidates, applications, interviews, messages, scores, feedback, team decisions and the full interaction history live in one system rather than across tabs and inboxes., AI Career Coach: Candidates run sessions that review CV, experience and search strategy, return a concrete task list, probe answers that sound generic or undersell experience, and keep a session history to revisit., CV Review With Rewording: Rather than flagging problems abstractly, the review suggests proper wording — users report CVs coming back roughly twice as strong and shorter..

AINA is useful for anyone interested in Fast Shortlisting: A hiring team posts a role and receives a shortlist of assessed candidates within 24 hours instead of waiting weeks for sourcing., Recruiter Capacity: A small recruiting function handles more open roles by delegating first screening and signal collection to the platform., Interview Practice: A candidate rehearses answers repeatedly with feedback, learning where they drift long or undersell their experience before talking to companies., CV Diagnosis: A job seeker whose applications go unanswered finds out what is holding the profile back before sending more., Standing Out Beyond The CV: A candidate in a communication-heavy role attaches a video intro that differentiates the application..

AINA offers a free tier with paid plans for advanced features.

Visit https://aina-tech.io/candidate to sign up and explore AINA.