Every stage sharpens the same picture.
Avlo runs your whole pipeline — screening, clarification, assessment, video interview, scheduling and live interviews. Each stage writes back to one candidate file, so the picture gets sharper as the candidate moves. By offer day you're deciding on a full evidence base — not a CV and a hunch.
Read against the role, not a keyword list.
Avlo reads every CV against your role's actual requirements and returns a reasoned verdict — strengths, gaps and a suitability level — in seconds. No more 3–4 hours a day on CVs that were never going to fit.
Hi Saoirse — I'm Avlo, helping Meridian Logistics review your application for Head of Architecture. A recruiter makes the final decision; this just helps them see the full picture.
Two quick things:
1. Any formal cross-domain or enterprise-level architecture governance, beyond your platform domain? 2. Have you held final design-authority sign-off on architecture decisions, or has that accountability sat elsewhere?A sentence or two each is plenty.
Happy to help. I chaired Intercom's cross-domain ADR review board for ~2 years, covering messaging and billing — and final sign-off on those domains sat with me, not just input.
The borderline ones get a question, not a rejection.
Where a CV is ambiguous, Avlo asks a short, fair follow-up over WhatsApp or email — transparent that a human makes the decision — then re-evaluates the moment the candidate replies. The false negatives a keyword filter would have binned earn their place back.
A written exercise built for the role — and the candidate.
Avlo generates a structured assessment per role, personalised to each candidate's background, and reads the response against your competency framework — surfacing where they're above bar and where the evidence is still thin.
A video round, in their own time.
Avlo invites candidates to record answers to role-specific questions whenever suits them — no live interviewer, no scheduling to coordinate. Responses are transcribed, scored and added to the candidate's file.
Hiring-manager availability in. A booked interview out.
Avlo collects the hiring manager's availability, turns it into slots, and lets the candidate self-book. Confirmations, calendar invites and reschedules all run themselves — no three-way email thread, no chasing.
Auto-generated questions. A debrief drafted within the hour.
Avlo generates role-specific questions and transcribes the conversation, so your interviewer can focus on the discussion — not note-taking. Draft feedback, attributed to what was actually said, is ready for review within the hour.
Saoirse is a senior engineer and architect with just over 11 years' experience, most recently a principal-level lead at Intercom. The picture opened cautiously at a brief CV screen, then firmed as clarification confirmed her cross-domain governance and final design authority sign-off…
One picture that moves as the candidate does.
Every stage feeds the same intelligence layer. Avlo weights the signals into a single live verdict — radar, suitability and a dated audit trail — and writes a plain-English narrative of how and why it moved. By offer day, nothing about the decision is a guess.
Seven stages. One candidate file. A decision you can defend.
Book a demo