Candidate database
New graduates, mid-career and part-time hires in one place. The AI flags risk and a recommended action for each person, so you can see who to contact today from the list itself.
SCAD Suite | Hiring
JoiniA is an AI hiring platform that brings new-graduate, mid-career and part-time recruiting into one place. It does not stop at storing applicants: it shows what to do next. It also builds the skill of the people who interview. Tokyo Consulting Group runs its own hiring for 357 people on it today.
The problem
Applicant records are tidy now.
But what to do next is still left to whoever happens to be in charge.
The list looks clean, yet who is about to drop out and who to call today still lives in one person's memory.
Job boards, scouting, agencies. Without comparing cost per hire, next year's budget is split the same way as last year.
The same candidate gets different verdicts from different interviewers, and nobody can say what a good interview looks like.
What the AI does
JoiniA's AI shows the risk and the recommended action for each candidate, points out what to fix in a job posting so applications increase, and gathers the material to review an interview. The hiring decision is always made by a person.
AI interviews work the same way. Send a link and the candidate answers in a browser, with no scheduling and around the clock. The AI only assists the assessment; it never issues a pass or fail.
Features
New graduates, mid-career and part-time hires in one place. The AI flags risk and a recommended action for each person, so you can see who to contact today from the list itself.
Conversations stay in the channel the candidate already uses, and the history survives a change of owner.
Follow-up messages go out automatically, so candidates are not lost to silence.
See what to change in the posting to get more applications, and republish sooner.
Compare spend and cost per hire across job boards, scouting and agencies. Next year's budget can be set on facts.
Export as PDF with an executive summary. No rebuilding the deck for the hiring meeting.
What makes JoiniA different
This is the biggest difference from other hiring systems.
It does not only assess candidates. It turns the assessor's skill into a number and grows it.
Interviewer
Register the recording of the interview in JoiniA.
AI
Question design, depth of probing and candidate experience, out of 100.
JoiniA
Scores accumulate and can be compared. Strengths become visible.
AI
The AI writes up what to change in the next interview.
Loop
The change is scored again, and interview quality keeps rising.
Developing HR
Look at the numbers, form a hypothesis, decide the move, then check it.
Repeat that with the AI and what you thought through becomes a strategy report. It is designed so that hiring staff learn to speak about people the way the board does.
Getting started
1–2 days
Stages and permissions are configured around your hiring flow.
1–3 days
Existing candidates and postings are migrated.
Same day onwards
Postings and channel spend are analysed, and the first actions come out.
1–2 weeks onwards
Results are confirmed in numbers and fed into the next improvement.
We will walk through the actual screens against your own hiring flow.