Hiring on Autopilot

Hollyhires.ai streamlines hiring by automating candidate screening and outreach, ensuring a high-quality talent pipeline.
Hollyhires.ai streamlines hiring by automating candidate screening and outreach, ensuring a high-quality talent pipeline.

About the product

Main idea

AI in hollyhires.ai automates the screening of inbound candidates by evaluating their fit based on predefined criteria. Additionally, AI proactively searches and engages with outbound talent, creating personalized outreach campaigns through various communication channels.

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Hollyhires.ai functions by initially gathering the hiring requirements from the employer. Users must provide specific criteria, which guide the subsequent screening process for inbound applications. Holly, the AI recruiter, uses these requirements to filter through numerous applications and identifies the most suitable candidates.

For outbound recruitment, Holly actively searches for potential candidates based on the provided criteria. She then reaches out to these candidates through personalized emails, LinkedIn messages, and other channels. Employers receive a notification once a list of suitable candidates is prepared, allowing them to start the interviewing process efficiently.

Key features

  • AI Candidate Screening: Holly automatically screens inbound applications, reducing the time spent on manual candidate searches.
  • Automatic Outreach: Uses multi-channel personalized messaging to engage with potential candidates through email and LinkedIn.
  • Vetting at Scale: Efficiently evaluates numerous candidates simultaneously, ensuring only the best matches are considered.
  • ATS Integration: Seamlessly integrates with popular ATS systems to streamline the hiring workflow.
  • Outbound Sourcing: Actively searches for and contacts high-quality candidates who are currently employed elsewhere.
  • Feedback Loop: Users can provide feedback on initial candidate selections to fine-tune future searches.




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Test the skills on real cases

Potis works on automated behavioral interviews.
Candidates will be asked to give examples of how they handled situations in a real case.

Scenario environment

You are a Project Manager at Experlogix, a global software company specializing in Configure Price Quote (CPQ) solutions. You are currently leading a team of solution consultants, architects, team leads, and support team members. The company has recently acquired a new client in the life sciences industry who wants to implement the CPQ software for their complex configurable products and services. The project will involve both a waterfall-based discovery and solution design phase, followed by Agile-based modelling sprints. The client has high expectations for a seamless implementation and expects the project to be delivered within a specific timeframe and budget.

Role specificity

As the Project Manager, you are responsible for leading the project team and ensuring the successful delivery of the CPQ implementation. You have the authority to make decisions regarding project planning, resource allocation, and stakeholder management. You will work closely with solution consultants, architects, team leads, and support team members to define and develop appropriate solutions while managing expectations to deliver an incredible customer experience.",


Build your ideal assessment

Add a job description and the required skills, the service will automatically generate interview questions and create a case.

Anti cheat way to assess

Unlike online-tests, it’s impossible to prepare for behavioral case structured interview.
AI question

Clear & bias free talent scoring

Get useful information about every candidate: by hard/ soft skills, strengths and weaknesses.

01. Technical Skills:

  • Software development methodologies (e.g., Agile, Scrum, Waterfall)
  • Programming languages, databases, and other relevant technologies
  • Software testing and quality assurance
  • Software architecture and system design

02. Strengths:

  • Lead and communicate: clearly define goals, motivate teams, and resolve issues.
  • Plan and organize: keep projects on track, manage resources, and meet deadlines.
  • Solve and adapt: troubleshoot problems, manage risks, and adjust to change.

03. Weaknesses:

  • Limited technical depth: difficulty with complex technical issues or developer communication.
  • Micromanaging tendencies: stifles creativity and reduces morale.
  • Scope creep and conflict: challenges managing changing priorities and resolving disagreements.