Help me write
01The brief
Start with the work.
Write the need in your own words. Bee drafts the job description and specification from it — a proposal you apply section by section, or not at all.
Unused proposals are excluded from Save.
Aivident HIRE Aivident HIRE
Describe who you need. See who fits — and why.
Bee drafts the job and proposes the criteria. Every applicant is scored against the same saved criteria, with the passage behind every score. Your team makes every decision.
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Try a brief
Trusted by hiring teams at
One hire, one take
From brief to decision, without a cut.
Scroll to follow Dewi’s application
02The criteria
Decide what good looks like — first.
Bee proposes the criteria. Each gets a weight, Required or Preferred, and a 1–5 scale that says what every score means.
No application is screened until you save them.
03The opening
Open the doors.
Publish to your Career Portal after a short checklist, or add CVs privately. Applicants upload their CV first, and the form fills in from it.
Publishing, assessments and invitations stay separate actions.
04The evidence
Every score has a source.
Each criterion is scored 1–5 against your saved scale, with the passage from the CV beside it. Missing evidence stays missing — never counted as zero.
A person still decides — screening never rejects on its own.
05The interview
Then, a conversation.
Candidates take a voice interview in English or Bahasa Indonesia. The interviewer follows up on what they say, and every score quotes their own words, with a timestamp.
Creating an invitation link doesn’t send it.
06The decision
People make the call.
Move candidates through your stages and record each decision with its reason. Every move is recorded with the name of the person who made it.
Aivident proposes — you decide.
Around every hire
One vacancy is only the middle of the story.
Before it: a hiring request and a role defined once. For candidates: your own careers site and a page that shows where they stand. Beyond it: a pool to return to, branches to run and people to find.
01Before the vacancy
Hiring requests
A hiring manager writes down the role, how many people and by when. The budget owner approves the cost from one link, with no Aivident account. Then the request continues into a vacancy.
Roles and the Competency Bank
Define each role once: the job description, what must pass and what each competency is worth. Vacancies use an approved version, and a change to a competency arrives as a proposal, never silently.
02What candidates see
Your Career Portal
Your own careers site, in English and Bahasa Indonesia. Candidates apply without an account: they upload their CV and the form fills in from it.
Candidates see where they stand
Every applicant from your Career Portal gets an email when their application arrives, with a link to a page that shows where it stands, and the interview link when it’s time.
On selected plansStatus emails are sent by your team from ready-made templates, one at a time or in bulk.
03Beyond one vacancy
Talent Pool On selected plans
Candidates who agree stay in your Talent Pool. Each new vacancy shows who is worth a look, and you can invite them to apply.
Branches For headquarters accounts
Run branches from headquarters: create them, allocate quota, share roles within the limits you set and read a monthly report for each branch.
Sourcing BetaOn selected plans
Look beyond your applicants. The search brief is drawn from the vacancy, and the most a search can cost is shown before you run it.
Inside a hiring team
Meet the people behind every hire.
Walk into a small office and follow one hire from brief to decision — with Rina the recruiter, Hendra the team lead and Dewi the candidate.
Rina
Hendra
Dewi
7 steps · about a minute
Follow Rina, Hendra and Dewi through one hire, from the brief to the decision.
Loads a small 3D scene.
For candidates
Your interview, your language.
Consent first. Then a microphone check. Then a conversation in English or Bahasa Indonesia — and every score quotes what you actually said.
- 1Consent
- 2Microphone check
- 3Conversation
Finishing the interview doesn’t change your status. People review it.
Pewawancara
Ceritakan saat pelanggan menelepon dalam keadaan marah. Apa yang kamu lakukan?
Dewi
Saya biarkan dia selesai bicara, mengulang masalahnya, lalu janji menelepon sebelum jam empat. Saya menelepon jam setengah empat.
Pewawancara
Kalau masalahnya tidak bisa selesai di telepon itu?
“Saya biarkan dia selesai bicara, mengulang masalahnya, lalu janji menelepon sebelum jam empat. Saya menelepon jam setengah empat.”
Aivident proposes — you decide.
Aivident
HIRE
Hiring with evidence you can check.