Orygo AI

Use Case 1: Rapid Scaling for High-Growth Startups

Problem: Early-stage startups often need to hire dozens of employees quickly but lack a dedicated HR department. Founders and lead developers find their calendars overwhelmed by introductory screening calls, which halts product development and leads to "interviewer fatigue."
Solution: Orygo AI acts as a 24/7 recruiting assistant. It allows the team to set specific role requirements and let the AI conduct the initial "human-like" interviews in parallel. This ensures that the founders only spend time meeting the top 5% of candidates who have already been vetted for culture fit and core competencies.
Example: A fintech startup needs to hire 10 developers across different time zones. They upload the job description to Orygo AI and send interview links to 100 applicants. The AI interviews all 100 candidates simultaneously over a weekend. By Monday morning, the CTO reviews the AI-generated match scores and highlights to invite the top 8 candidates for a final technical round.

Use Case 2: Technical Pre-Screening for Engineering Managers

Problem: In technical recruiting, resumes are often "keyword-stuffed," making it difficult to distinguish between someone who knows a framework and someone who has merely heard of it. Engineering managers waste hours on "technical screens" that reveal a candidate is unqualified within the first five minutes.
Solution: Orygo AI can be customized with specific technical topics and assessment depths. The AI conducts a deep-dive interview to probe the candidate’s actual understanding of specific coding principles or system architectures, providing a structured evaluation and recording for the manager to review.
Example: A Lead Developer at a software house sets up an Orygo AI interview focused on "React State Management" and "Microservices Architecture." The AI asks follow-up questions based on the candidate's answers to test the depth of their knowledge. The Lead Developer later reviews the AI-generated summary of each candidate’s technical logic before deciding who proceeds to the live coding challenge.

Use Case 3: Managing High-Volume Recruitment for Marketing and Sales

Problem: Marketing and Sales roles often attract hundreds of applicants. Manual resume screening is slow, and "gut feeling" hiring often leads to costly mis-hires. Recruiters often miss out on great talent because they can't move fast enough through the "noise" of the applicant pool.
Solution: Orygo AI eliminates the "first-come, first-served" bottleneck by screening and interviewing every single applicant immediately. It provides data-driven match scores based on must-have skills and role requirements defined by the hiring manager, removing the reliance on subjective "gut feelings."
Example: A marketing agency is hiring for a Social Media Manager. They receive 300 applications in 48 hours. Instead of manually reading every CV, they upload all resumes to Orygo AI. The tool identifies 40 candidates who meet the criteria and automatically sends them interview links. Within 24 hours, the agency has a ranked list of the best communicators based on the AI’s interview assessments.

Use Case 4: Standardized Hiring for Educational Institutions and Non-Profits

Problem: Educational institutions hiring Teaching Assistants or administrative staff often struggle with inconsistent interview quality. Different interviewers might ask different questions, leading to an unfair comparison of candidates and potential bias in the hiring process.
Solution: Orygo AI provides a standardized, custom 1-to-1 interview experience for every candidate. By defining the "must-have" skills and specific topics to cover, the institution ensures that every applicant is evaluated against the exact same criteria, providing a fair and data-backed recruitment process.
Example: A university department is hiring 20 Graduate Teaching Assistants. They use Orygo AI to define a standard interview script that covers pedagogy, subject matter expertise, and availability. All 150 applicants complete the same AI-led interview. The hiring committee then reviews the structured evaluations to ensure the most qualified and diverse cohort is selected without bias.