Build your recruiter

Persevio builds a dedicated AI recruiter for your company who sources, screens, interviews, schedules, and actually fills your roles.

Build your recruiter
Viona, your AI recruiter, seated behind her desk.
How it works

First, onboard her like a new hire.

She already knows how to recruit. Brief her on your company and your roles, so she can engage candidates with confidence, answer their questions, sell your company and represent it properly.

She represents you at Persevio's
career fair that never closes.

Persevio runs a virtual career fair of a new kind: the booths are staffed by each company’s own AI recruiter, not its hiring team. Yours talks to every candidate who walks in, at any hour.

of candidates rated their experience with their AI recruiter Great or Good.

Post-conversation survey of more than 1,000 candidates on Persevio.

Every evening, a report from your booth.

Who came, who talked, who applied, who is worth your time. And every conversation, word for word.

Your booth today

Your Company · Thursday 16 October · from Viona

Daily report

A busy day. 214 people came by the booth, 86 talked to me, and 9 are worth your time. Two of them, Marcus Tan and Jonathan Wee, are strong on every must-have.

Today's funnel

  • Visited the booth214
  • Started a conversation86
  • Applied31
  • Finished screening24
  • Worth interviewing9
  • Interviews scheduled6

What candidates asked most

  1. Is the role hybrid?38
  2. What is the salary range?31
  3. How big is the sales team?19
  4. Do you sponsor work passes?14
  5. What is the interview process?11

Worth interviewing · reports attached

  • Marcus TanStrong
  • Jonathan WeeStrong
  • Sarah OngLikely
  • Hui Ling ChuaLikely

She reads every resume and runs the first round.

Nobody writes her questions. Trained by veteran recruiters, she plans each interview from your scorecard and the candidate’s resume, and decides what to ask in real time.

First

A first-round interview on WhatsApp, as soon as they apply.

Text or voice notes, whenever suits the candidate. She asks what matters for this person and digs where the resume is thin.

Sarah OngFirst round · today
Today
Hi Sarah, thanks for applying to Your Company. I'm Viona, their AI recruiter. I've read your resume and I'd like to ask a few questions before the team does. Text or voice, whenever suits you.
18:02
Now works. Voice ok?
18:40
Voice is perfect. Tell me about the largest account you won last year, and how you got in the door.
18:40
1:48
18:43
That's a clear example, and the referral route is telling. You've led two account executives for about a year. What was the hardest conversation you had with one of them, and what came of it?
18:43
2:21
18:47
Thank you, Sarah. That's everything I need. I'm writing up my assessment for the team now, and I'll come back to you either way as soon as they have read it.
18:58
Sarah Ong · Candidate evaluation reportRegional Sales Manager · from the resume and the first round · by Viona
Worth interviewing

Evaluation summary

Sarah is a seven-year B2B freight seller, the last two leading a pair of account executives at a regional forwarder. She clears every hard requirement, her closing record is real (S$1.9m across eleven accounts, largest S$280k) and she answered with specifics throughout. The open question is whether she can lead a team of three through a downturn: her leadership experience is recent and in a growing market.

Skills fitLikely

Closing record and enterprise motion are proven. Team leadership is thin.

Logistics fitNo issues

Singapore citizen, one month notice, hybrid in Tuas is fine, expects S$9.5k to S$10.5k.

Interest levelHigh

Asked detailed questions about the territory and the ops leads; replied within minutes.

Requirements summary

  • Must have3 / 3 met
  • Important2 / 3 met
  • Nice to have1 / 1 met

Detailed requirements analysis

Strengths, gaps and questions for the next round follow in the full report.

Then

A clear verdict: worth interviewing, or not.

She assesses and ranks every candidate, with each requirement checked against evidence and the questions to ask next, so your team only meets the people worth meeting.

Tell her who to interview. Scheduling is hers from there, reschedules and cancellations included.

She checks the interviewer’s calendar, proposes times, confirms with the candidate on WhatsApp and books both calendars. Any change comes back to her, not to your team.

The interviewer's side

One message from you. She finds the times, you only approve.

She checks the interviewer’s calendar, proposes slots that work and waits for your approval before anything goes to the candidate.

Viona · schedulingWith Daniel Lim, Regional Director
Thursday 16:05

Set up a second round with Marcus Tan for me this week. 45 minutes.

Checked your calendar. You’re free Thursday 10:00 to 12:00 and Friday 14:00 to 16:00. I’d offer Marcus Thursday 10:00, Thursday 11:00 or Friday 14:30. Approve?

Your week
3 slots proposed

Approved.

Offered to Marcus on WhatsApp and by email. I'm holding all three until he picks one.

Marcus chose Thursday 10:00. Booked on your calendar and his, invites sent. I’ll remind you both the evening before.

Your week
Confirmed Marcus
WhatsAppEmailGoogle CalendarOutlook
Marcus TanCandidate · Regional Sales Manager
Thursday
Hi Marcus, good news. Daniel would like a second conversation, 45 minutes at the Tuas hub. Could you do Thursday 10:00, Thursday 11:00 or Friday 14:30?
16:08
Thursday 10:00 please.
16:21
Booked. Thursday 10:00 with Daniel Lim at 8 Tuas South Ave 5. The invite is in your email with directions and what to expect. If anything changes, just tell me here.
16:21
Will do, thanks Viona.
16:22
The candidate's side

The candidate picks a time on WhatsApp.

No email back-and-forth. If they need to move it, they tell her, and she rebooks without involving your team.

She analyses your interviews, flags your blind spots, and helps you make better hiring decisions.

She sits in on every interview, transcribes it and checks what was said against the scorecard. Interviewers see what was missed and what to ask next, then decide.

In the room

She listens, transcribes, and links answers to your requirements.

Every role has a scorecard from your intake. As the interview happens she notes which answers bear on which requirement, so nothing rests on memory.

Round 1 · Experience deep dive · Marcus TanDaniel Lim interviewing · Viona sitting in
  1. Daniel

    Walk me through the Malaysia book. Where did the growth actually come from?

  2. Marcus

    Two things. We won three pharma distributors in the first year, all through referrals from a customer we'd rescued after a cold-chain failure. Then we raised prices on the long tail and lost almost nobody.

  3. Daniel

    How did you manage the team through that?

  4. Marcus

    Weekly one-to-ones, and I took the two hardest renewals myself so the AEs could focus on new logos. One of them is now running the Penang desk.

  5. Daniel

    And temperature compliance, how deep are you on that?

  6. Marcus

    Honestly, I sold it rather than ran it. I know GDP requirements and the lane audits customers ask about, but I'd lean on your ops leads for the first quarter.

EvidenceHighlighted passages are linked to your requirements as she hears them.

Scorecard analysis · Marcus TanRegional Sales Manager · after Round 1 with Daniel Lim · drafted by Viona
  • EligibilityMet
  • Likely to perform?Very likely
  • Interest levelVery high
  • Compensation fitWithin range
  • Retention riskNot yet assessed
  1. MustHas closed S$1m+ in a yearEnough

    Won three pharma distributors in the first year… raised prices on the long tail and lost almost nobody. Consistent with the resume and the screening.

  2. MustHas led salespeopleEnough

    Took the two hardest renewals myself so the AEs could focus on new logos. One of his reports now runs the Penang desk.

  3. MustRight to work in SingaporeMet

    Permanent resident, confirmed at the booth.

The full page keeps every round, every quote and every change on record.

After the round

She reports what was covered, what was missed, and what to ask next.

Which requirements have evidence, which are still open, and which nobody has tested yet. The next interviewer walks in knowing where to dig, and your team decides with the full picture.

Every number in your funnel, and the insights behind them.

Every role, candidate and stage on record, like any ATS. Then ask her anything about your hiring, and she answers with the numbers, what they mean, and what to do next.

Viona · hiring insightsAny question about your hiring
Which stage is taking the most time in the Regional Sales Manager role?

Scheduling the team interview. Candidates wait a median of 6.4 days between my assessment and their interview with Daniel. Every other stage is under two days.

Median days in each stage

Regional Sales Manager · 24 candidates since 2 Oct

  • Resume screen0.8 d
  • First round (me)2.1 d
  • Scheduling team interview6.4 d
  • Team interview to decision1.5 d
  • Decision to offer2.0 d

Why: Daniel's calendar has had two free slots a week since 29 September. Four of the nine shortlisted candidates waited more than a week, and two of them went quiet in that time.

Two things would fix it: a standing block in Daniel's calendar on Tuesday afternoons, and letting me offer candidates evening slots with you. Shall I ask him?

Yes, ask him. And offer the evening slots.

Done. Asked Daniel for Tuesdays 2 to 5pm for the next three weeks, and I'm now offering 6pm and 6:45pm slots with you. I'll tell you next week whether the wait came down.

Any ATS

The same data, as a dashboard: configure the pipeline, define the stages, build the report, read the chart, work out what it means.

Your recruiter

The same data, as an answer: ask in plain words, and she pulls the numbers, says what they mean, and offers to fix it.

Questions

Questions employers ask.

Ask us anything else, or go to the fair and talk to a recruiter yourself.

Persevio gives your company its own AI recruiter, and a career fair where candidates come to meet her.

You brief her on your company and on each role, the way you would brief a new recruiter. From then on she represents you: she stands at your booth, talks to every candidate who walks in, answers their questions, sells your role, reads resumes and runs the first-round interview. You receive assessed, interview-ready candidates with a report on each one. She then schedules your team’s interviews, sits in on them and helps you decide.

Candidates reach her from the fair, from your own channels when you point applicants at your booth, and from our team when you want us to source a role or work it to a hire.

Build your own dedicated AI recruiter today.

Brief her on your company and your first role. From then on she works your booth, your inbox, your calendar and your interviews.

Build your recruiter