Avya Autopilot
An AI Native Autonomous ATS.
One system of record. Application to offer to hire. Every candidate heard. Every stakeholder, one picture.
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
Enterprise Clients
150+
AI Interview Minutes
2M+
Reduction in Hiring Costs
60-70%
Candidate Seniority
2-15 Yrs
Problem
Why Hiring Slows Down Between Application and Offer
See how one connected system moves every candidate from apply to offer - without manual handoffs or dropped context.
Disconnected Tools
Applications land in one system, screening in another, feedback in a third. Context is lost at every handoff.
Disconnected Tools
Applications land in one system, screening in another, feedback in a third. Context is lost at every handoff.
Manual Routing
Every application waits on someone to move it forward. Good candidates go cold before anyone reviews them.
Manual Routing
Every application waits on someone to move it forward. Good candidates go cold before anyone reviews them.
Candidates Left in Silence
Most applicants never hear back. The ones who do wait days for a status that never comes.
Candidates Left in Silence
Most applicants never hear back. The ones who do wait days for a status that never comes.
No Single Picture
TA, HRBP, and hiring managers each see a fragment. No one holds the full candidate story in one place.
No Single Picture
TA, HRBP, and hiring managers each see a fragment. No one holds the full candidate story in one place.
Depth Surfaces Too Late
First rounds screen for fit, not capability. Gaps appear only after the panel's time is already spent.
Depth Surfaces Too Late
First rounds screen for fit, not capability. Gaps appear only after the panel's time is already spent.
Slow Time-to-Offer
Coordination, scheduling, and follow-up stretch across weeks - and the strongest candidates accept elsewhere.
Slow Time-to-Offer
Coordination, scheduling, and follow-up stretch across weeks - and the strongest candidates accept elsewhere.
Disconnected Tools
Applications land in one system, screening in another, feedback in a third. Context is lost at every handoff.
Manual Routing
Every application waits on someone to move it forward. Good candidates go cold before anyone reviews them.
Candidates Left in Silence
Most applicants never hear back. The ones who do wait days for a status that never comes.
No Single Picture
TA, HRBP, and hiring managers each see a fragment. No one holds the full candidate story in one place.
Depth Surfaces Too Late
First rounds screen for fit, not capability. Gaps appear only after the panel's time is already spent.
Slow Time-to-Offer
Coordination, scheduling, and follow-up stretch across weeks - and the strongest candidates accept elsewhere.
How Zeko AI solves these challenges
One Autonomous ATS. Multiple Connected Capabilities.
Branded AI Careers Portal
Your identity on the front. Avya's intelligence on the back. Candidates experience your brand - not a third-party interface.
End-to-End Workflow Automation
Unified Candidate Record
Real-Time Pipeline Visibility
Adaptive by Design
Workflow configures to each role - screen, depth, and steps set automatically.
One Verified Record
Resume, screens, and scores in a single candidate record every stakeholder trusts.
Candidate Experience
4.8/5 Rating: every candidate kept informed at every stage - no silence.
Connected & Compliant
SOC2, GDPR, ISO27001. Full audit trail from application to offer.
Adaptive by Design
Workflow configures to each role - screen, depth, and steps set automatically.
One Verified Record
Resume, screens, and scores in a single candidate record every stakeholder trusts.
Candidate Experience
4.8/5 Rating: every candidate kept informed at every stage - no silence.
Connected & Compliant
SOC2, GDPR, ISO27001. Full audit trail from application to offer.
The Real Problem
One platform. Three stakeholders. Every talent decision.
From application to offer to Day 1 — Avya gives every stakeholder the picture they need.
TA Teams
HRBP
Business Unit Head
Employee
For Talent Acquisition
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
For Talent Acquisition
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
For Talent Acquisition
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
Applications used to sit in three tools. Now every candidate flows into one record - our hiring managers open a profile and they're decision-ready.
Talent Acquisition Leader
Enterprise Technology Company · 2,500+ employees
Getting one connected workflow across every hiring manager is usually the hardest part. With Zeko AI, adoption was easy - and no candidate gets left without a response.
HR Business Partner
IT Services Company · 10,000+ employees
We hire fast and in high numbers. Zeko AI let us run the whole workflow in one place - every candidate tracked, none left in silence.
Recruitment Lead
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.
What is Avya Autopilot and how is it different from a standard ATS?
Avya Autopilot is an agentic ATS - a branded careers portal with hiring intelligence built in. Candidates apply, and everything after runs automatically: screening, evaluation, updates, and one connected candidate record. It's the intelligence layer inside your hiring stack, not a passive database.
Will an automated hiring process feel impersonal to candidates?
The opposite. Every candidate gets confirmation the moment they apply and an update at every stage - no silence. Interactions are adaptive, not scripted, and every candidate leaves with a capability breakdown. Candidate rating averages 4.8/5.
Does Avya Autopilot replace our existing ATS or HRMS?
No. Avya Autopilot connects to the tools you already use - Greenhouse, SuccessFactors, Keka, Darwinbox, Zoho Recruit, and more. Applications flow in, evaluated records flow back. It's the intelligence layer inside your stack, not a replacement for it.
Can the workflow be configured per role?
Yes. Each role sets its own path - resume screen, voice screen, functional interview, panel feedback - triggered automatically. Hiring managers configure the depth and focus their role demands.
How quickly can we go live?
Most teams are live within 48 hours - portal configured, workflow set by role, ready to receive evaluated candidates. No long implementation cycle.
Is our candidate data safe? Are you compliant with global data protection standards?
Yes. Zeko AI is SOC2, GDPR, and ISO27001 aligned, with a full audit trail from application to offer and Responsible AI built in.
We have both depth roles (SDE, finance) and volume roles (frontline, logistics, operations). Does Avya Careers handle both?
Both. Zeko Evaluate for depth-oriented roles like SDE, PM, and financial analyst. Avya Screen for volume roles like financial frontline, logistics, and operations. The workflow configures to the role.
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.
1. What is Avya Careers and how is it different from a standard ATS?
Avya Careers is an agentic ATS — a branded careers portal with hiring intelligence built in. Candidates apply, and everything after runs automatically: screening, evaluation, updates, and one connected candidate record. It's the intelligence layer inside your hiring stack, not a passive database.
2. Will an automated hiring process feel impersonal to candidates?
The opposite. Every candidate gets confirmation the moment they apply and an update at every stage — no silence. Interactions are adaptive, not scripted, and every candidate leaves with a capability breakdown. Candidate rating averages 4.8/5.
3. Does Avya Careers replace our existing ATS or HRMS?
No. Avya Careers connects to the tools you already use — Greenhouse, SuccessFactors, Keka, Darwinbox, Zoho Recruit, and more. Applications flow in, evaluated records flow back. It's the intelligence layer inside your stack, not a replacement for it.
4. Can the workflow be configured per role?
Yes. Each role sets its own path — resume screen, voice screen, functional interview, panel feedback — triggered automatically. Hiring managers configure the depth and focus their role demands.
5. How quickly can we go live?
Most teams are live within 48 hours — portal configured, workflow set by role, ready to receive evaluated candidates. No long implementation cycle.
6. Is our candidate data safe? Are you compliant with global data protection standards?
Yes. Zeko AI is SOC2, GDPR, and ISO27001 aligned, with a full audit trail from application to offer and Responsible AI built in.
7. We have both depth roles (SDE, finance) and volume roles (frontline, logistics, operations). Does Avya Careers handle both?
Both. Zeko Evaluate for depth-oriented roles like SDE, PM, and financial analyst. Avya Screen for volume roles like financial frontline, logistics, and operations. The workflow configures to the role.
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