Define Hiring & Create Capability Maps with AI Job Requisition Software
A 10-minute conversation with Avya. Four outputs that align your entire hiring team, before the first resume arrives.
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+
Average Completion
10 min
Outputs Per Conversation
4
Prep Required
Zero
Problem
The Spec Was Always Where Hiring Broke Down
See how one conversation aligns the whole team on what a role needs - before the first resume arrives.
The Spec Is Generic
A three-year-old JD gets pasted in. TA builds a post around it. Nobody agrees on what the role actually needs.
The Spec Is Generic
A three-year-old JD gets pasted in. TA builds a post around it. Nobody agrees on what the role actually needs.
The Process Starts Misaligned
TA and the hiring manager picture different roles from day one. The gap only widens as candidates arrive.
The Process Starts Misaligned
TA and the hiring manager picture different roles from day one. The gap only widens as candidates arrive.
The Wrong Candidates Arrive
Resumes that look right on paper. Candidates who clear the screen but fail the panel - a problem that started before sourcing began.
The Wrong Candidates Arrive
Resumes that look right on paper. Candidates who clear the screen but fail the panel - a problem that started before sourcing began.
Interviews Carry All The Weight
Every misalignment surfaces in the interview room. Too late, too expensive, too slow to fix there.
Interviews Carry All The Weight
Every misalignment surfaces in the interview room. Too late, too expensive, too slow to fix there.
No Shared Standard
Each interviewer scores against their own interpretation of the role. Panels disagree because the bar was never defined.
No Shared Standard
Each interviewer scores against their own interpretation of the role. Panels disagree because the bar was never defined.
The Same Role, Redefined Each Time
When a recurring role reopens, the last spec is gone. Every hire starts from a blank page.
The Same Role, Redefined Each Time
When a recurring role reopens, the last spec is gone. Every hire starts from a blank page.
The Spec Is Generic
A three-year-old JD gets pasted in. TA builds a post around it. Nobody agrees on what the role actually needs.
The Process Starts Misaligned
TA and the hiring manager picture different roles from day one. The gap only widens as candidates arrive.
The Wrong Candidates Arrive
Resumes that look right on paper. Candidates who clear the screen but fail the panel - a problem that started before sourcing began.
Interviews Carry All The Weight
Every misalignment surfaces in the interview room. Too late, too expensive, too slow to fix there.
No Shared Standard
Each interviewer scores against their own interpretation of the role. Panels disagree because the bar was never defined.
The Same Role, Redefined Each Time
When a recurring role reopens, the last spec is gone. Every hire starts from a blank page.
How Zeko AI solves these challenges
One Conversation. Four Outputs That Align Your Team.
The Conversation
Avya opens with one question: what does this role actually need to deliver? An adaptive conversation - not a form, not a dropdown. 10 minutes, no prep required.
The Job Description
The Interview Guide
The Success Rubric
Adaptive by Design
An adaptive conversation, not a form - Avya asks what each role actually needs.
Defined Before Sourcing
Competencies, rubric, and red flags set at the source - not debated in the panel.
Sharper Every Time
Every spec is stored - when the role reopens, Avya surfaces what worked last time.
One Shared Spec
TA, HRBP, and hiring manager work from the same source of truth. No version confusion.
Adaptive by Design
An adaptive conversation, not a form - Avya asks what each role actually needs.
Defined Before Sourcing
Competencies, rubric, and red flags set at the source - not debated in the panel.
Sharper Every Time
Every spec is stored - when the role reopens, Avya surfaces what worked last time.
One Shared Spec
TA, HRBP, and hiring manager work from the same source of truth. No version confusion.
The Real Problem
One platform. Three stakeholders. Every talent decision.
Before the first resume — Avya aligns every stakeholder on what the role actually needs.
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
For the first time, our hiring managers and TA walked into the process with the same picture. The spec was specific enough to actually use - not just file away.
Engineering Head
Enterprise Technology Company · 2,500+ employees
We used to lose two weeks debating what the role needed after resumes came in. Avya closed that gap before sourcing started - the candidates we reviewed changed immediately.
HR Business Partner
IT Services Company · 10,000+ employees
The success rubric changed how our panel evaluated candidates. Everyone scored against the same standard - not their own interpretation of the role.
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
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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 Capability Map and how is it different from a JD generator?
Capability Map is a 10-minute adaptive conversation that produces four aligned outputs: a structured JD, an interview guide, a success rubric, and red flags. It maps exactly what capability a role needs before sourcing begins. Not a template filler, but the alignment layer at the start of every hire.
How long does the Capability Map conversation take?
10 minutes on average. Avya asks adaptive questions, the hiring manager answers in natural language, with no forms and no dropdowns. The map is ready when the conversation ends.
Who should complete the Capability Map, TA or the hiring manager?
The hiring manager, the person who knows what the role needs to deliver. TA receives the output and builds the sourcing brief around it.
What does the Capability Map output include?
Four things: a structured JD, a role-specific interview guide, a success rubric defining strong and weak answers, and a set of red flags. All four reach TA and the hiring manager at the same time.
Does Capability Map work for volume roles as well as depth roles?
Yes. For depth roles like SDE, PM, and financial analyst, Avya maps a full competency profile. For volume roles like financial frontline, logistics, and operations, a faster, lighter map focused on behavioural fit. The tool adapts to the role.
Can we reuse a Capability Map for recurring roles?
Yes. Every map is stored against the role family and hiring manager. When the same role reopens, Avya surfaces the previous map as a starting point, updated with outcome data from the last hire.
How does Capability Map connect to the rest of Zeko AI?
The map flows straight into the hiring workflow. The interview guide and success rubric configure how candidates are screened and evaluated downstream, so what you defined at the start is exactly what every stage measures against.
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 Capability Map and how is it different from a JD generator?
Capability Map is a 10-minute adaptive conversation that produces four aligned outputs: a structured JD, an interview guide, a success rubric, and red flags. It maps exactly what capability a role needs before sourcing begins. Not a template filler, but the alignment layer at the start of every hire.
How long does the Capability Map conversation take?
10 minutes on average. Avya asks adaptive questions, the hiring manager answers in natural language, with no forms and no dropdowns. The map is ready when the conversation ends.
Who should complete the Capability Map, TA or the hiring manager?
The hiring manager, the person who knows what the role needs to deliver. TA receives the output and builds the sourcing brief around it.
What does the Capability Map output include?
Four things: a structured JD, a role-specific interview guide, a success rubric defining strong and weak answers, and a set of red flags. All four reach TA and the hiring manager at the same time.
Does Capability Map work for volume roles as well as depth roles?
Yes. For depth roles like SDE, PM, and financial analyst, Avya maps a full competency profile. For volume roles like financial frontline, logistics, and operations, a faster, lighter map focused on behavioural fit. The tool adapts to the role.
Can we reuse a Capability Map for recurring roles?
Yes. Every map is stored against the role family and hiring manager. When the same role reopens, Avya surfaces the previous map as a starting point, updated with outcome data from the last hire.
How does Capability Map connect to the rest of Zeko AI?
The map flows straight into the hiring workflow. The interview guide and success rubric configure how candidates are screened and evaluated downstream, so what you defined at the start is exactly what every stage measures against.
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