As a leader in AI for recruiting talent, Avrio's mission is to improve the qualifying process for job seekers and employers. Our approach to this challenge continues to evolve as the technology that powers our product advances and new, highly skilled engineers join our team. Back in March of 2017, we started testing our customer engagement mechanism by asking candidates a series of job-specific questions using a crude set of regex call/responses delivered via Facebook Messenger. We called our v1.0 chatbot “Rio,” a simple name born from the last three letters of our company name, Avrio.
We heard you!
The top feature request we've received over the last several months is to enhance the training capabilities of our AI recruiter, Rio. We are excited to announce the launch of a new Rio capability: Automated Candidate Qualifying.
A look back, before we look ahead.
- Avrio's AI engine generates a series of "smart questions" based on the gap analysis between candidates and the job ad
- These questions can be asked to an individual candidate by clicking on the "Send Question" button in the conversation tab
- Candidates are invited to chat with our AI recruiter and answer the series of questions selected by the recruiter
So what does a beefed up AI recruiter look like? Rio 2.0 now has complete automation functionality, so you can qualify an unlimited number of candidates instantly. Let's take a closer look at how this functionality works.
We are excited to kick-off May with another big product announcement. We have rolled out ATS Disposition integration for Lever and GreenHouse!
Talent Tech Labs
It was an exciting end to the week for Avrio AI as Nachi Junankar and the Avrio team were recognized as the TTL Transatlantic Expo winners. Avrio was selected by attending companies and investors as the top company to watch.
Avrio competed against 18 other startups from 14 differernt countries across a variety of different HR disciplines.
This 5 minute Q&A session with David Creelman seeks to explain what an A.I. chatbot is while covering its limitations and opportunities for its use in Talent Acquisition.
In the brief video Todd Buffum, Head of Product at Avrio, and David Creelman, CEO of Creelman Research, address questions around this new technology - from "what is a chatbot?" and "how can it be used in Talent Acquisition?" to "what is the future of A.I.".
We sat down with Tony Le, Sr. Director of Global Recruiting at IAC Publishing to discuss the current challenges facing talent acquisition teams and why they should be thinking about leveraging Artificial Intelligence in their processes. The company reaches over 100 million monthly US users with its portfolio of established brands such as About.com, Dictionary.com, Investopedia and The Daily Beast.
One of the most challenging aspects of recruiting is keeping tabs on thousands of candidates and an ever-changing set of jobs. ATS’s use Candidate Disposition to keep track of applicants in various stages of the hiring funnel. Recruiters told us first-hand stories about some of their methods for keeping track of candidates that fell into interim hiring stages:
The Avrio team came together with team members from NYC, Boston and Hyderabad, India for our first full company meeting of 2017. Each department head had a chance to outline the direction they were driving their teams and introduce departmental goals for the year.
Artificial Intelligence has slowly but surely made its way into our lives - A recent study by Hubspot found that 63% of people (in this case voice search technology) didn’t even realize they were using AI. Apple’s Siri gives recommendations for restaurants, Netflix suggests “What to Watch Next”, Facebook offers to tag your friends in your pictures and Google Search tries to guess what you are searching for with autocomplete - these are all varying examples of AI.