How people use Vayia
Vayia works anywhere you need to assess people at scale. Here are some of the ways recruiters, hiring managers, and teams are using it.
Initial candidate screening
Replace the first phone screen with targeted questions. Paste your job description, generate questions in seconds, and share one link with all applicants. Get AI-scored responses before you speak to anyone.
Examples: Marketing Manager, Software Engineer, Customer Support Lead, Sales Executive
Skills and competency assessment
Once you have a shortlist, go deeper. Paste a skills brief or competency framework instead of a JD. Vayia generates role-specific questions that test real knowledge, not just experience on a CV.
Examples: Testing SQL knowledge for a data analyst role, or assessing stakeholder management for a senior PM.
Apply without a CV
Post your Vayia link as the apply button on job boards or your website. Candidates answer structured questions instead of submitting a CV. You see comparable, AI-scored responses from every applicant with no CV bias and no formatting lottery.
Best for: Small businesses, startups, roles where skills matter more than credentials.
High volume hiring
Hiring 10, 20, or 50 people at once? Screening calls do not scale. Share one link, let candidates self-select by completing the form, and focus your time on the top scorers.
Industries: Retail, hospitality, call centres, logistics, warehousing, care.
Multi-stage screening
Create a different screen for each stage of your process. Stage 1 uses the JD for broad screening. Stage 2 uses a skills brief for deeper assessment. Stage 3 uses your team values for culture fit. Each stage has its own link and its own AI evaluation.
Recruitment agencies
Create a separate screen for each client role. Share the relevant link with candidates. All responses and AI scores land in one dashboard organised by role. No ATS needed.