Smaya by Exterview
Give Smaya a role. She transforms your hiring intent into an active workflow from role creation and candidate evaluation to interviews, onboarding and post-hire role fit.
Smaya connects hiring signals, organizational context, autonomous execution and human collaboration in one continuously operating system.
Reads evidence from resumes, phone and avatar interviews, panel evaluations, HR discussions, identity checks, and candidate behavior.
Understands the role, skills, competencies, scoring, policies, and organizational context to evaluate fit and maintain the candidate stack.
Creates workflows, screens candidates, runs calls and interviews, schedules follow-ups, advances stages, prepares offers and coordinates onboarding.
Brings panels, approvals, reports, exceptions and required actions into the tools where recruiters and hiring leaders already work.
Smaya carries the role context forward so every stage evaluates the candidate against the same hiring requirement.
Creates the JD, competencies, scoring rubric, questions and interview plan.
Evaluates skills, experience, role alignment and integrity signals.
Confirms interest, availability, compensation and joining intent.
Runs structured voice and face-to-face AI interviews.
Coordinates domain experts and consolidates independent panel scorecards.
Assesses culture, pay, conditions, and joining readiness.
Produces the final comparable candidate stack.
Coordinates verification, exceptions, approvals and offer issuance.
Manages documentation, orientation, start dates and knowledge transfer.
Measures employee and manager outcomes across 30, 60 and 90 days.
EX LEADERBOARD updates candidate rankings as new evidence arrives across every stage.
Built on Microsoft Azure and Responsible AI principles, Smaya operates within enterprise policies, permissions, and human oversight.
Smaya removes the operational burden surrounding hiring while preserving the evidence and controls required for enterprise decisions.
Recruiters manage more roles without manually coordinating every candidate, interview, and workflow stage.
Every applicant receives a consistent, structured evaluation against the same role context, criteria, and decision standards.
Hiring managers review consolidated evidence instead of disconnected resumes, notes and interview opinions.
Candidates receive timely communication, structured interviews and clearer movement through the process.
Role Fit connects 30/60/90-day outcomes to hiring decisions, improving future evaluations.
Smaya is Exterview's agentic recruiter. She configures, operates and coordinates the hiring workflow while working within organizational policies and approval rules.
No. Smaya handles operational execution and evidence consolidation. Recruiters and hiring leaders retain authority over consequential employment decisions.
Smaya can configure roles, screen resumes, run qualification calls, coordinate interviews, generate reports, manage follow-ups and support offer and onboarding workflows.
The decision layer continuously combines role-specific evidence from Resume, Phone, Voice, Avatar, Panel and HR stages into a comparable candidate stack.
Yes. The Panel stage captures technical and domain-expert evaluation. The HR stage evaluates culture, compensation, employment conditions and joining readiness.
Yes. Smaya can coordinate verification initiation, document collection, verification progress, exceptions and associated approval requirements.
Onboarding coordinates documentation, orientation, start dates and knowledge transfer. Role Fit then measures employee and manager outcomes across 30, 60 and 90 days.
Yes. Organizations can configure roles, competencies, scoring rubrics, questions, interview stages, approval gates and governance policies.
Smaya is designed to work with ATS, HRMS, email, calendar, video-interview and collaboration environments such as Microsoft Teams.
Smaya operates within tenant boundaries, role-based permissions and configured policies. Evaluations, approvals and workflow actions remain traceable.
