Know Exactly What Candidates Actually Know.
Not whether they answered questions. Whether they can do the job. Conversational, adaptive, multi-dimensional evaluations - scored across skill dimensions, not just fit or not fit.
Trusted by 150+ enterprises
SOC2 · GDPR · ISO27001
4.8/5 Average Candidate Rating
Trusted by 150+ enterprises
SOC2 · GDPR · ISO27001
4.8/5 Average Candidate Rating
Avya listens. Probes depth. Follows the candidate, not a script.
Adaptive · Multi-dimensional · Scored across skill dimensions · Verified against real outcomes
Enterprise Clients
150+
Interviews Conducted
25,000+
Candidate CSAT
75–80%
Interview Duration
45–50 min
Problem
The Interview Is The Only Signal. That Is The Problem.
See how structured, role-specific evaluation turns hiring's weakest signal into its most reliable one.
Resumes Don't Reveal Capability
A resume tells you where someone worked, not what they can do. Every process that starts with a resume starts with incomplete data.
Resumes Don't Reveal Capability
A resume tells you where someone worked, not what they can do. Every process that starts with a resume starts with incomplete data.
Interviews Are Inconsistent
Two hiring managers ask different questions, weight different things, reach different conclusions. Traditional interviews are subjective by design.
Interviews Are Inconsistent
Two hiring managers ask different questions, weight different things, reach different conclusions. Traditional interviews are subjective by design.
No Shared Standard
Each interviewer scores against their own bar. There's no common definition of what strong actually looks like for the role.
No Shared Standard
Each interviewer scores against their own bar. There's no common definition of what strong actually looks like for the role.
Depth Is Never Probed
Fixed question sets stop where the interesting answers begin. Real capability sits one follow-up question deeper than most interviews go.
Depth Is Never Probed
Fixed question sets stop where the interesting answers begin. Real capability sits one follow-up question deeper than most interviews go.
Bad Hires Surface Too Late
The cost isn't just salary - it's project delays, team friction, the rehiring cycle. By the time it's visible, the damage is done.
Bad Hires Surface Too Late
The cost isn't just salary - it's project delays, team friction, the rehiring cycle. By the time it's visible, the damage is done.
Senior Time Burns On Wrong Candidates
Panels spend hours on candidates who look right on paper- time that should go to the ones who can actually do the job.
Senior Time Burns On Wrong Candidates
Panels spend hours on candidates who look right on paper- time that should go to the ones who can actually do the job.
Resumes Don't Reveal Capability
A resume tells you where someone worked, not what they can do. Every process that starts with a resume starts with incomplete data.
Interviews Are Inconsistent
Two hiring managers ask different questions, weight different things, reach different conclusions. Traditional interviews are subjective by design.
No Shared Standard
Each interviewer scores against their own bar. There's no common definition of what strong actually looks like for the role.
Depth Is Never Probed
Fixed question sets stop where the interesting answers begin. Real capability sits one follow-up question deeper than most interviews go.
Bad Hires Surface Too Late
The cost isn't just salary - it's project delays, team friction, the rehiring cycle. By the time it's visible, the damage is done.
Senior Time Burns On Wrong Candidates
Panels spend hours on candidates who look right on paper- time that should go to the ones who can actually do the job.
How Zeko AI solves these challenges
One Functional Assessment Platform. Every Dimension, Verified.
Adaptive by Design
Every answer shapes the next question. Avya probes where depth exists and moves on where it does not. No rigid question sets, no scripted paths.
Multi-Dimensional Scoring
Built on a Framework, Not Just Prompts
Role-Specific Question Banks
Adaptive by Design
Every answer shapes the next question - Avya probes depth, never a fixed script.
Verified Capability
Multi-dimensional scores mapped to competencies and tracked against real outcomes.
Candidate Experience
75- 80% CSAT: a real conversation, audio and video - not a multiple-choice form.
Same Framework, Every Candidate
One standard, one set of dimensions - every score you can defend.
Adaptive by Design
Every answer shapes the next question - Avya probes depth, never a fixed script.
Verified Capability
Multi-dimensional scores mapped to competencies and tracked against real outcomes.
Candidate Experience
75- 80% CSAT: a real conversation, audio and video - not a multiple-choice form.
Same Framework, Every Candidate
One standard, one set of dimensions - every score you can defend.
The Real Problem
One platform. Three stakeholders. Every talent decision.
Before the first human interview — every stakeholder knows exactly what a candidate can do.
TA Teams
HRBP
Business Unit Head
Employee
TA Teams
Source against a spec the hiring manager already approved.
Get a structured brief, not a three-year-old JD- sourcing starts aligned.
No two-week debate after resumes arrive- the role is defined before you begin.
When the panel disagrees, point to the rubric everyone signed off on.
Candidate Report
Verified shortlist · ready for sign-off
PR
Priya R. TOP PICK
Senior Backend Engineer · Payments
7.1/10
STRONG HIRE18 min▼
Turnaround
Top 12%▲
vs benchmark
96%▲
Confidence
Pipeline · auto-screened
Applied
Screened
Interviewed
Report
Rest of shortlist · ready for sign-off
DK
Dev Kapoor
Backend Engineer
6.8
AM
Aria Mensah
Platform Engineer
6.5
JL
Jon Lewis
Backend Engineer
5.7
"At Orion, since we started using Zeko AI, hiring managers have been approving shortlists on the first review."
Shazia Siddiqua - TA Team, Orion Innovation
TA Teams
HRBP
Business Unit Head
Employee
TA Teams
Source against a spec the hiring manager already approved.
Get a structured brief, not a three-year-old JD- sourcing starts aligned.
No two-week debate after resumes arrive- the role is defined before you begin.
When the panel disagrees, point to the rubric everyone signed off on.
Candidate Report
Verified shortlist · ready for sign-off
PR
Priya R. TOP PICK
Senior Backend Engineer · Payments
7.1/10
STRONG HIRE18 min▼
Turnaround
Top 12%▲
vs benchmark
96%▲
Confidence
Pipeline · auto-screened
Applied
Screened
Interviewed
Report
Rest of shortlist · ready for sign-off
DK
Dev Kapoor
Backend Engineer
6.8
AM
Aria Mensah
Platform Engineer
6.5
JL
Jon Lewis
Backend Engineer
5.7
"At Orion, since we started using Zeko AI, hiring managers have been approving shortlists on the first review."
Shazia Siddiqua - TA Team, Orion Innovation
TA Teams
HRBP
Business Unit Head
Employee
TA Teams
Source against a spec the hiring manager already approved.
Get a structured brief, not a three-year-old JD- sourcing starts aligned.
No two-week debate after resumes arrive- the role is defined before you begin.
When the panel disagrees, point to the rubric everyone signed off on.
Candidate Report
Verified shortlist · ready for sign-off
PR
Priya R. TOP PICK
Senior Backend Engineer · Payments
7.1/10
STRONG HIRE18 min▼
Turnaround
Top 12%▲
vs benchmark
96%▲
Confidence
Pipeline · auto-screened
Applied
Screened
Interviewed
Report
Rest of shortlist · ready for sign-off
DK
Dev Kapoor
Backend Engineer
6.8
AM
Aria Mensah
Platform Engineer
6.5
JL
Jon Lewis
Backend Engineer
5.7
"At Orion, since we started using Zeko AI, hiring managers have been approving shortlists on the first review."
Shazia Siddiqua - TA Team, Orion Innovation
Hear It From Them
Why Global Enterprises trust Zeko AI
Enterprise standards, proven across global hiring teams
We went from interviewing five people and hiring one wrong one, to interviewing three and hiring one right one. The capability report told us what to expect before we met them.
Hiring Manager
Enterprise Technology Company · 2,500+ employees
The dimension scores changed how our hiring managers think - from 'did the candidate do well' to 'where specifically are they strong, and where do we invest.'
HR Business Partner
IT Services Company · 10,000+ employees
Our TA team used to defend shortlists on instinct. Now they walk in with verified scores. The conversation with the hiring manager is completely different.
Head of Talent Acquisition
Logistics Company · 5,000+ employees
"I stopped losing delivery hours to interview panels. By the time a candidate reaches my team, their technical depth is already verified - we're only making the final judgment call."
VP Engineering
Digital Engineering Company · 5,000+ employees
"Every delivery unit used to evaluate SDEs differently. Now we have one benchmark across all of them, and I can actually defend a shortlist to the BU head with data."
HRBP, Enterprise Technology Company
· 2,500+ employees
"We were pulling senior engineers into first-round screens every week. Zeko AI's capability reports mean they only step in for the final call now - and the shortlist is already validated."
TA Leader, IT Services Company
10,000+ employees
"I stopped losing delivery hours to interview panels. By the time a candidate reaches my team, their technical depth is already verified - we're only making the final judgment call."
VP Engineering
Digital Engineering Company · 5,000+ employees
"Every delivery unit used to evaluate SDEs differently. Now we have one benchmark across all of them, and I can actually defend a shortlist to the BU head with data."
HRBP, Enterprise Technology Company
· 2,500+ employees
"We were pulling senior engineers into first-round screens every week. Zeko AI's capability reports mean they only step in for the final call now - and the shortlist is already validated."
TA Leader, IT Services Company
10,000+ employees
Trusted by Global Enterprises
Workflows curated by sector, configured by role.
Enterprise-grade security with Responsible AI built-in
Common Questions
Still have questions? We’ve got you covered.
If your question isn't here, book a demo and we'll answer it in 30 minutes.
How is this different from a standard technical interview or an MCQ test?
A standard interview depends on who’s asking. An MCQ tells you what someone memorised. Functional Interview is adaptive - Avya probes depth and scores across dimensions. A verified capability picture, not a fixed score.
What roles can this support?
Any role requiring demonstrated functional knowledge - engineering, product management, finance, sales, operations, customer success, and more. Browse the full module library for available formats.
How long does a Functional Interview take?
40 to 60 minutes depending on role and depth. Candidates complete it at their own scheduled time - no coordination required.
Who receives the output - TA or the hiring manager?
Both, with different views. TA gets a ranked shortlist for comparison. The hiring manager gets a capability report - scores, recommendation, training gaps, performance benchmark.
Can this be used alongside our existing interview process?
Yes. Most enterprise teams use it to replace their L1 human technical round entirely - the primary signal before any human interview, informing who advances and what the human round should focus on.
Is this a functional assessment platform or skills assessment software?
Both. It combines functional assessment depth with conversational flexibility - evaluating competencies, communication, and problem-solving rather than static tests alone.
Is our candidate data safe? Are you compliant with global data protection standards?
Yes. Zeko AI is SOC2, GDPR, and ISO27001 aligned, with Responsible AI and full audit trails built in.
Common Questions
Still have questions? We’ve got you covered.
If your question isn't here, book a demo and we'll answer it in 30 minutes.
How is this different from a standard technical interview or an MCQ test?
A standard interview depends on who’s asking. An MCQ tells you what someone memorised. Functional Interview is adaptive — Avya probes depth and scores across dimensions. A verified capability picture, not a fixed score.
What roles can this support?
Any role requiring demonstrated functional knowledge — engineering, product management, finance, sales, operations, customer success, and more. Browse the full module library for available formats.
How long does a Functional Interview take?
40 to 60 minutes depending on role and depth. Candidates complete it at their own scheduled time — no coordination required.
Who receives the output — TA or the hiring manager?
Both, with different views. TA gets a ranked shortlist for comparison. The hiring manager gets a capability report — scores, recommendation, training gaps, performance benchmark.
Can this be used alongside our existing interview process?
Yes. Most enterprise teams use it to replace their L1 human technical round entirely — the primary signal before any human interview, informing who advances and what the human round should focus on.
Is this a functional assessment platform or skills assessment software?
Both. It combines functional assessment depth with conversational flexibility — evaluating competencies, communication, and problem-solving rather than static tests alone.
Is our candidate data safe? Are you compliant with global data protection standards?
Yes. Zeko AI is SOC2, GDPR, and ISO27001 aligned, with Responsible AI and full audit trails built in.
Act Now
Build a Consistent, Audit-Ready Hiring Process
Standardize interviews across geographies and improve hiring quality with Zeko's AI platform.
Trusted by 150+ enterprises
SOC2 · GDPR · ISO27001
4.8/5 Average Candidate Rating
Act Now
Build a Consistent, Audit-Ready Hiring Process
Standardize interviews across geographies and improve hiring quality with Zeko's AI platform.
Trusted by 150+ enterprises
SOC2 · GDPR · ISO27001
4.8/5 Average Candidate Rating
Act Now
Build a Consistent, Audit-Ready Hiring Process
Standardize interviews across geographies and improve hiring quality with Zeko's AI platform.
Trusted by 150+ enterprises
SOC2 · GDPR · ISO27001
4.8/5 Average Candidate Rating