Can you work 3 shifts? YesNo
Forklift licence? YesNo
Knock-out questions
Yes/no questions on the real requirements: shifts, licence, start date. People who don’t qualify don’t waste time on the rest.
AI pre-screening for high-volume and IT hiring
Only talk to the people who actually fit.
Applicants complete a role-specific pre-screening on their phone in 12 minutes. HR gets a green, yellow or red rating with reasons and quotes. People always make the decision.
Warehouse, manufacturing, retail, ITReal AI scoringDesigned for the EU AI Act
Illustration for a campaign with 5,800 applicants. Ratios depend on the company’s settings.
The problem
With 14 applicants per job, manual screening takes weeks
A Hungarian discount chain received nearly 5,800 applications for about 450 jobs at its new distribution centre. Calling and interviewing everyone would take months, and meanwhile the best candidates go elsewhere.
5,800applications for ~450 jobs at a single warehouse (VG, Sept 2026)
12 minfor the candidate to finish, on a phone, even in the evening
3 coloursgreen, yellow, red, with reasons per criterion
30 sto build a full flow from a pasted job ad
How it works
Four short steps for the candidate, one ranked list for HR
Each position has its own questions and scoring criteria. HR builds them from a job ad in minutes and can change them any time.
2/5
Short skills test
Five practical questions on the basics of the role: pallet maths, expiry order, safety rules or coding fundamentals.
Animated workplace situation
A short scene from a hard moment in the job, then two open questions: “What do you do?” This is where you learn the most.
Green
Green
Yellow
Red
AI scoring for HR
The AI scores against the company’s criteria and shows a quote from the candidate’s answer for every point. HR decides who to invite.
The HR view
A ranked list in the morning, not 300 CVs
Candidates in order, with colour and score. One click shows why they got the rating and exactly what they answered.
- Reasons per criterion, backed by the candidate’s own words
- Interview invitations with a time slot and automatic notification
- Weights and colour thresholds set per company, with a slider
- Excluded and red candidates can still be reviewed, nobody gets lost
Order picker · 412 applicants138 green
Lilla Tóthtoday 09:12 · 3 shifts, chilled zone: yesGreen91
Anna Kovácstoday 08:41 · forklift licenceGreen84
Eszter Vargayesterday 17:05 · new to the tradeYellow63
Dániel Nagyyesterday 11:48Red38
Why green? · Lilla Tóth✓ Separates the damaged goods and deals with the slip hazard. “I wipe it up because it’s a slip hazard”✓ Reports the problem to the shift manager.✓ Skills test: 5/5 correct.
Industry demos
Ready-made flows where hiring volume is highest
Each demo has three real roles with their own test, animated situation and scoring criteria. Try it as a candidate, then see it as HR.
Discount distribution centre
5,800 applicants, ~450 jobsOrder picker, forklift driver, goods-in receiverOpen demo →Battery plant
~830 new hiresLine operator, dangerous goods logistics, quality inspectorOpen demo →Food logistics
70–80 new jobsFresh goods picker, forklift driver, deputy team leaderOpen demo →Car plant
~1,000 new hires (estimate)Assembly operator, paint shop operator, material supply logisticsOpen demo →For agenciesStaffing agency
3 clients, 1 platformRoles from three client companies on one platformOpen demo →For agenciesIT staffing
fewer technical interviewsJava developer, DevOps engineer, test automation engineerOpen demo →Another role? Paste a job ad and the AI builds the flow in half a minute.
For staffing and IT staffing agencies
Clients only interview the candidates who genuinely fit
Positions from several clients on one platform. Candidates go through pre-screening against each client’s requirements, and the client receives an anonymised profile and only interviews matching candidates.
180
Applicants
For a Java developer project, from job ads and the database.
96
Meet the requirements
5+ years of Java, B2 English, start within 30 days, hybrid.
22
Rated green
Technical test and a live incident: rollback, diagnosis, communication.
6
Profiles for the client
The client chooses from 6 anonymous profiles, not 180 CVs.
Profile for the client · sample
K.A. · Senior Java backend developer
Green 86/1005+ years Java, Spring BootB2 EnglishStarts within 30 daysFast recovery (rollback)Incident communicationPrevention: ask in the interview
Summary: restores the service first, finds the cause from metrics and traces, and keeps the client regularly informed.
What the agency gains
- Fewer technical interviews per placement, and the client’s time is saved too
- One application can be matched to several clients’ positions
- Each client gets its own requirements, tests and criteria
- Anonymised profiles: the client decides on professional merit
ROI
Calculate it for your own hiring
HR time for screening and interviews, today and with Prime AI Hire. Pick an industry and enter your own numbers.
Other assumptions (minutes per applicant, interviews, hourly cost) are preset per industry. You can change all of them on the demo’s ROI tab.
1,330HR hours saved
166working days
9.3million HUF in HR cost
Screening and interviews combined. HR only reviews green and yellow candidates with a ready summary, and fewer interviews are needed per hire.
Detailed calculation in the demoResponsible AI
The AI recommends, people decide
AI used in recruitment is high-risk under the EU AI Act. Prime AI Hire is designed for that from the start: transparent, explainable, and HR keeps the decision.
Human decision
The system ranks and explains, but HR decides on invitations and rejections. Candidates can request a human review of their application.
Explainable scoring
Every point is backed by the criterion and the candidate’s own words. No black box, and the company sets the criteria.
No face or voice analysis
We don’t analyse faces, voices or emotions. We only score what the candidate answers; language mistakes don’t count.
Transparent for candidates
In the first step candidates learn that AI supports the pre-screening and how their data is used.
Bias monitoring
During and after the pilot we check that results don’t differ unjustifiably between groups.
Data protection
GDPR-compliant processing, retention periods and deletion. We provide data protection documentation before the pilot.
Getting started
A one-position pilot in four weeks
No need to change everything at once. We measure on one real position how much time it saves and how well it selects.
Week 1
Set-up
We build the questions and criteria from your job ad together.
Week 1
Calibration
5–10 of your current employees take it, so the good ones really come out green.
Weeks 2–4
Live hiring
Applicants complete it via a link or QR code, HR invites from the list.
End of week 4
Results
Hours saved, number of interviews, quality of invitees: decide on next steps.
Frequently asked questions
Won’t a test put applicants off?
It takes 12 minutes on a phone and gives immediate feedback. In many places candidates wait days for any reply, so this is faster and more predictable.
What if someone isn’t good at writing?
The AI scores the content, not spelling or style. A short answer that gets to the point scores well if it contains what the criteria ask for.
Who decides about the candidate?
Always HR. The system recommends and explains; yellow and red candidates can be reviewed too, and anyone can be invited.
How long does it take to set up a new position?
From a job ad, the AI builds the whole flow in about half a minute. HR reviews it, edits it, and it can go live.
Can it connect to our current systems?
In the pilot it works via link and QR code, and results can be exported. Integrations with job boards and HR systems are planned on request.
Demo
Let’s try it on one of your positions
A 30-minute online demo: we build the flow live from your job ad and calculate the ROI with your numbers.
- Live demo on your own position
- ROI with your own applicant numbers
- A pilot proposal for one position
Prime AI Hire is a product of Prime AI Tech, and a sibling of Prime AI Score.