PRODUCT SUITE
Automate every step of hiring, end to end.
Proomi is the all-in-one AI platform covering your entire hiring process — from resume screening to AI interviews, evaluation, and analytics.
TRUST
Built for large-scale operations.
Informed by real-world evaluations at large staffing organisations.
- 24/7
- Parallel
- Standardised
WHAT THE FEATURES ARE FOR
Selection drags on, nobody is available overnight, and evaluation varies.
The features below are built for those three. To start from where your own hiring is stuck, come in through the solutions page.
- The longer selection runs, the more candidates drop out along the way.
- Nobody is available overnight, so people you could have met go elsewhere.
- When the criteria are vague, results vary from one interviewer to the next.
CORE FEATURES
Screening, interviewing and evaluation run end to end.
AI Screener, AI Interviewer, and Scoring & Evaluation.
- 1. AI Screener
- 2. AI Interviewer
- 3. Scoring & Evaluation
1 AI Screener
Resumes and career histories are scored against the criteria you set.
Analyse resumes and career histories to reduce missed candidates
Scores resumes and career histories against the criteria you define. The criteria can be tuned with your own past data and refined as you operate.
- Register job requirements and link candidate information
- AI evaluation recorded as a score from 0 to 100
- Evaluation criteria tuned with your own past data
- Scoring is automated; the hiring decision stays with your team
2 AI Interviewer
Interview flow
Set the questions and evaluation criteria for the role, then send the URL by email or put a QR code on your job page or a poster. Candidates take the interview whenever suits them, and the AI generates an evaluation when it ends.
Set up & Invite
Set the position, questions and evaluation criteria, then email the AI interview URL or post a QR code on your job page or a poster
Briefing & Interview
Candidates enter from the URL or QR code, hear the AI briefing on your company, then answer the AI interviewer’s pre-set questions in real time
Preliminary Evaluation & Final Decision
AI generates preliminary evaluation based on interview results and pre-set evaluation criteria. Hiring managers make final decisions based on evaluation results and transcripts
2 AI Interviewer — Company briefing
Let the AI brief candidates on your company before the interview.
The AI presents your existing company materials with voice narration and subtitles. When it ends, the interview starts on the same screen.
- Use your PDF, PowerPoint or video as it is
- The AI drafts the script; your team reviews it before it goes live
- Candidates can watch now and interview later, somewhere quiet
- See in the dashboard who watched to the end
2 AI Interviewer — Selection
The AI interviewer appears as an avatar of your choosing.
Your own company mascot can be brought in as an avatar too.
- Anime-style characters
- Bring in your own mascot
- Voice and speed set per room
- Interactive communication enabled
2 AI Interviewer — Recording & transcription
Every interview is transcribed in full.
Conversations that would otherwise be a black box can be checked afterwards.
- Full transcription of all interview content
- Interview video recording and playback
- Quick summary review
- Check communication content that tends to be a black box
3 Scoring & evaluation
The reasoning behind the score is written out.
Alongside the score against the position, the reasoning is written out.
- Detailed display of evaluation results
- AI and reviewer evaluations side by side, in a table and a radar chart
- Qualitative evaluation comments and detailed reasoning
- Customisable evaluation criteria, behavioural models and scoring methods per company
- Integration of competency definitions, rubrics and cultural fit assessment
3 Scoring & evaluation — Dashboard
Progress is visible at a glance.
The dashboard shows where the process is backing up.
- Progress at a glance: interviews this month against last, average duration, rooms in use
- Trend over time: interviews over the last twelve months, on a chart
Show the numbers
| Month | Interviews |
|---|---|
| Oct | 222 |
| Nov | 242 |
| Dec | 160 |
| Jan | 140 |
| Feb | 209 |
| Mar | 287 |
| Apr | 267 |
| May | 181 |
| Jun | 232 |
| Jul | 251 |
| Aug | 193 |
| Sep | 320 |
The dashboard chart of monthly interviews: a line over the last twelve months, with 320 this month.
Frequently asked questions
What is an AI interview?
An AI interview is a hiring approach in which an AI conducts a conversational interview with a candidate and evaluates and scores the responses. Proomi’s AI Interviewer runs 24/7 and can evaluate multiple candidates in parallel, dramatically improving hiring speed while standardising evaluation.
What is the difference between AI Interviewer and AI Screener?
AI Screener is the AI that automates document-based screening by analysing resumes and CVs, while AI Interviewer is the AI that automates conversational first-round interviews. Both are designed so that final decisions are made by humans: the AI surfaces evaluation results, scores, and rationale to support, not replace, human judgment.
What kinds of industries and company sizes is this best suited for?
Proomi is best suited for organisations running large-scale hiring with high labour costs and high turnover, such as staffing and recruitment agencies, franchise operators, retail chains, service industries, and hospitality groups. It suits teams that receive plenty of applicants but lack the interviewers to see them. It also keeps questions and criteria the same across sites with many interviewers, and interviews can be held in Japanese or English.
How long does an AI interview take?
Time per candidate varies with the number of configured questions and evaluation criteria, but it generally completes within the timeframe of a typical first-round interview. Candidates can take the interview at a time that suits them, reducing scheduling overhead.
Can applicants watch the briefing now and take the interview later?
Yes. If they choose “Come back later” after the briefing, the same URL is sent to their email. When they open it again, they can skip the briefing and start the interview straight away, or watch the briefing again. Someone who scans the QR code on the move can take the interview once they are somewhere quiet.
How reliable is the evaluation accuracy?
Evaluation criteria are defined in advance, and the AI applies them consistently to every candidate. Personal bias is removed, and results are presented along with transcripts, scores, and rationale, making it easier for humans to make the final decision.
Can it integrate with our existing applicant tracking system (ATS)?
CSV/Excel-based integration with your existing applicant tracking system is supported. For API integration, please ask us what is available. We will gather integration requirements during onboarding and support a smooth go-live.
How is personal data handled?
The system is designed with privacy in mind, and candidate personal data is handled under appropriate security controls. For details, please see our Privacy Policy.
How long does it take to roll out?
You can start a trial right after reaching out. For full production rollout, customer-side setup typically takes a few weeks as a guideline. We also provide implementation support, so please contact us for details.
What is your pricing structure?
There are three plans, sized by how many interviews you run in a year. Interviews are counted as interviews actually taken. The figures and what each plan includes are on the pricing page. The setup fee depends on the scope of onboarding support, so it is given in a formal quote.
Can I try a demo?
Yes, you can experience a demo interview. Try a real conversation with our AI Interviewer—just let us know “demo request” via the inquiry form.
Will candidates accept an AI interview?
Asked whether they would positively consider an AI interviewer instead of a human, 89% of candidates in their twenties said they would, along with 84% of those in their thirties and 63% of those in their forties (our own 2024 research, 612 respondents; the headline figure appears in our press release of 24 December 2025). Candidates respond well to evaluation that is objective and standardised, without bias or harassment, while the preference for human contact grows with age, so we propose the right mix of AI and human interviews for the roles you are hiring for.
Let’s talk pricing and rollout.
We’ll tailor a plan to your company size and hiring needs.