As a professional working in AI development, I can attest that this AI screening tool is effective. Saina helped us filter out unqualified candidates by evaluating real skills, such as PyTorch and NLP, instead of relying solely on keyword matching. The use of a structured rubric and evidence-based scorecards meant our senior engineers no longer had to spend time on initial screenings. Ultimately, we were able to reduce what was once a two-week process down to just 48 hours. Review collected by and hosted on G2.com.

While the platform delivers value, there are areas for refinement. For highly specialized ML roles, the AI interview questions could be more rigorous; I occasionally still need to supplement them with custom assessments. I also see room for improvement regarding integration with our internal tools, specifically Greenhouse. Moving candidates between systems creates a manual step, though it’s not a dealbreaker. Additionally, the candidate pool feature shows promise but is still maturing—we haven't found many pre-vetted senior ML engineers there yet, although the screening for our own inbound traffic remains solid. Review collected by and hosted on G2.com.

The AI phone screens honestly save me so much time. Before, I'd get pulled into 30-minute first rounds with candidates who looked good on paper but couldn't explain basic system design concepts. Now Saina handles that initial filter, and I only talk to people who've already demonstrated they can think through problems. The scorecards are actually useful too - I can see exactly where someone struggled or excelled before I even meet them, so I know what to dig into during my interview. Review collected by and hosted on G2.com.

I still need to do my own deep dive on architecture decisions and code quality, but I guess that's expected. Review collected by and hosted on G2.com.

The AI phone screening saves our engineering team so much time. Before JusRecruit, I was being pulled into 4-5 first-round technical screens every week, which was killing my productivity. Now Saina handles those initial conversations and I only talk to candidates who've already demonstrated they can discuss technical concepts clearly. The scorecards are actually useful too - they show specific gaps like "couldn't explain their API design choices" rather than just a pass/fail score. Review collected by and hosted on G2.com.

The AI interview questions could go deeper on certain technical areas. Sometimes I still find candidates in the shortlist who look good on paper but struggle with practical implementation details that a more experienced engineer would catch in person. Also, the integration with our existing dev tools would be nice - right now it's separate from our GitHub/Jira workflow. Review collected by and hosted on G2.com.

Honestly, the AI phone screening (Saina) has been a game-changer for our hiring process. As an engineer who gets pulled into interviews constantly, I used to waste hours talking to candidates who looked great on paper but couldn't explain basic technical concepts. Now, Saina does that first-pass technical vetting for us. I can review the scorecard in 5 minutes and immediately see if someone actually knows their stuff or just keyword-stuffed their resume. The structured evaluation means I'm not comparing apples to oranges anymore, every candidate gets assessed on the same criteria. It's given me back hours a week that I can actually spend coding instead of doing phone screens that go nowhere. Review collected by and hosted on G2.com.

The AI interview questions could be more customizable for niche tech stacks. We work with some specialized frameworks, and while Saina does a solid job on fundamentals, I'd love to be able to add or tweak specific technical questions for our exact use case. Also, sometimes candidates who are nervous don't perform as well in the AI interview as they would with a human, so we've learned to not auto-reject based solely on the AI score, we still give borderline candidates a shot if their project work looks strong. Review collected by and hosted on G2.com.

Honestly, the biggest win for me is getting my time back. Before JusRecruit, I was pulled into first-round technical screens constantly - sometimes 3-4 per week - which absolutely killed my deep work time. Now Saina handles those initial conversations and actually does a decent job of filtering out people who clearly aren't technical enough. I get a scorecard that shows me exactly where candidates struggled or excelled, so when I do interview someone, they've already cleared a baseline bar. The AI isn't perfect, but it's way better than me spending 30 minutes realizing someone can't explain basic data structures. I can actually focus on building features now instead of being a full-time interviewer Review collected by and hosted on G2.com.

The AI interviews can feel a bit rigid sometimes - I wish there was more flexibility in the technical questions it asks. Also, the scorecard format is helpful but occasionally misses context that would come through in a live conversation. For really senior roles or niche tech stacks, I still end up doing custom evaluations anyway because the AI doesn't have the depth to probe on advanced architecture decisions. It's great for mid-level hires but less useful when we're hiring staff+ engineers. Review collected by and hosted on G2.com.