Open a position. Come back to interviewed candidates.
Sivett scores every applicant, screens the ones who clear your bar over WhatsApp, and interviews the ones who pass.
Built for IT services firms, where an unfilled position is unbilled revenue.
One position over three days: 523 applied, 305 cleared the resume bar, 80 cleared screening, 47 were interviewed, 2 were shortlisted — with no recruiter hours spent.
A position that runs itself.
Sivett runs a position end to end: each stage triggers the next automatically, against thresholds you set for that position.
What clears for one role doesn’t clear for another
You set the thresholds per position, and Sivett applies them the same way to the five hundredth applicant as to the first.
Every stage is a switch. Run scoring alone, or the whole chain — position by position.
One position’s stage gates, as configured
Archive search for one position — ranked by capability, not keywords
Your next hire probably already applied.
Sivett searches your entire ATS repository by meaning, not keywords, so the right past applicant surfaces for every new position, including people who never applied to it.
Keyword search is why you never found them
Hundreds of thousands of resumes sit in most ATS archives — people who applied once, weren’t right for that role, and were never looked at again. Keyword search can’t reach them.
Candidates stopped answering the phone.
Sivett screens candidates over WhatsApp on the questions you set for that position, and sees response rates of 70–75% — around three in four candidates reply.
The questions are yours
CTC, expected CTC, notice period and work mode cover most positions. Add a certification, a client-site requirement or willingness to travel when a position needs it — every answer comes back as a structured field rather than a note in someone’s inbox.
A screening conversation, start to interview link
Asked at the level the role needs, scored on the same scale
Interviewed against the role, not the resume.
Sivett reads your JD, works out which competencies the position actually needs and the level required for each, and interviews every candidate against that.
A level per competency, not one difficulty for the whole role
A backend-heavy full-stack position needs expert API design and only foundational front-end. Sivett sets the required level for each competency from what your JD emphasises, rather than pitching the whole interview at one difficulty.
Candidates are scored on the same scale they were asked on, so you see both — asked at expert, demonstrated proficient — with the answer that decided it attached. What a candidate has built changes how a question is framed, never how hard it is.
“My team used to spend the week chasing candidates. They spend it choosing now.”
Head of Talent, Algoleap Technologies
An AI-native and product engineering services firm with 30+ recruiters. Every position Algoleap’s recruiters open runs through Sivett.
Interviewed candidates as they apply
Each applicant is scored, screened and interviewed the moment they’re ready. Nothing waits for a recruiter; the only wait is for the right candidate.Recruiters choose instead of chase
No screening calls, no scheduling. Recruiters review the evaluations and decide who advances.Engineers keep their billable hours
Engineers meet only candidates who have already cleared a first round set at the level the position needs.Every applicant read
The 500th applicant is held to the same bar as the first.Three steps to a live position.
From the insights.
Questions people ask.
Product & fit
What is Sivett?
Sivett is an AI recruitment platform that reads, screens and interviews every applicant for a position, so IT services firms can run high-volume positions without recruiter time on the first round. It connects to your applicant tracking system, scores every applicant against thresholds you set for each position, screens the ones who clear them over WhatsApp on questions you set, and runs structured first-round interviews — handing your recruiters a ranked, evidenced shortlist.
How is this different from our ATS, and which ATS do you work with?
Your ATS is a system of record — it stores candidates and tracks where they are. Sivett does the work between those stages: searching, scoring, screening and interviewing. It reads from and writes back to your existing ATS rather than replacing it — tell us which one you run and we’ll confirm the integration on the call.
Does Sivett decide who gets hired?
No. Sivett stops at the shortlist. Your recruiter decides who advances, and your engineers still run the later rounds — the difference is that everyone they meet has already cleared a structured first round.
How do you screen 500 applicants for one role?
A recruiter can properly read around forty resumes a week alongside everything else. Sivett reads all of them, scores each against the requirement, and escalates only the ones that clear your threshold — so the volume stops being a queue and becomes a ranked list.
Rollout & adoption
How long until we’re live?
Most teams are running a live position within a week of connecting their ATS. Month one is onboarding, and we don’t bill for it.
What about candidates who don’t use WhatsApp?
They can be screened and interviewed without it. WhatsApp is how most Indian candidates reply, so it’s the default — not a requirement.
Do you charge per recruiter?
No. Every recruiter on your team is included — plans are sized by the number of positions you run.
Month one is on us.
Setup, JD tuning, and your first positions running live. We’d rather not bill you while we’re still configuring.
12-month term · 90-day exit · every recruiter included