Define the role honestly
Must-haves, nice-to-haves and deal-breakers captured once for consistent screening.
VedaCore Suite
VedaCore HR
Hiring decisions in minutes, read like a senior recruiter would.
A four-lens hiring engine that reads resumes the way an experienced recruiter does, evidence first, bias last.
Built for
Talent acquisition and people teams
- Talent teams screening hundreds of profiles a week
- Volume hiring across retail, BPO and field roles
- People teams answering repetitive employee queries
~90 sec
per candidate dossier
~15 hrs
saved per hire
10–25%
lower offer cost
How the work flows
Four steps, one file, no re-keying
Read every candidate properly
A Fit Dossier in about ninety seconds, evidence, gaps and the questions worth asking.
Interview with structure
Role-specific question sets and scorecards keep every panel comparing the same things.
Close the offer
Negotiation coaching with band context, so offers land without overpaying or losing the candidate.
Inside the product
Everything VedaCore HR does
01
Screening & shortlisting
- Candidate Fit Dossier: role fit, scenario predictions, risk flags and interview probes in a structured 6-page read
- Bulk resume screening — up to 25 resumes per role returned as a ranked shortlist in about a minute
- Scores, strengths, concerns and ready phone-screen questions per candidate
- Consent-first intake: candidate data is processed only for the role it was submitted against
02
Sourcing & interviewing
- Ideal Candidate Profile built from the JD — Boolean search strings, target companies, comp band and outreach hook
- Interview Kit Generator: 5–20 high-signal questions with listen-for signals and red-flag answers
- 60-minute interview flow, panel-ready and scoreable
- Salary Negotiation Coach with market band, walk-away point, max stretch and a 5-step script
03
PRISM engine — four lenses
- Behavioural signal from written language and tone
- Resume semantics: trajectory, tenure and progression quality
- Role alignment: evidence matched against the 12 requirements in your JD
- Market context: compensation benchmarking and negotiation leverage
04
Employee support & governance
- Policy chatbot — paste your HR policy and employees get cited answers on leave, WFH and holidays 24/7
- Evidence-based, audit-ready decision records for every shortlist
- Structured scorecards that keep panels comparing the same things
- Assessment is resume and response based; no facial or biometric profiling is used
Why teams pick it
Built India-first, reviewed by a human
DPDP ActConsent-based processingAudit-ready recordsNo biometric profiling
Co-pilot, not decision-maker. Every output is drafted for a qualified professional to review, edit and sign off.
Evidence, not a score
Every judgement points back to a line in the CV or interview note.
Four lenses, one view
PRISM reads capability, trajectory, context fit and risk separately, never collapsed into one number.
No biometric profiling
Consent-based processing with audit-ready records under the DPDP Act.
Questions
The things teams ask first
Does it auto-reject candidates?
No. It ranks and explains; the reject decision stays with your recruiter.
How do you handle bias?
Screening is tied to stated role requirements, evidence is shown for every claim, and demographic inference is not used.
Can it plug into our ATS?
Yes, through import/export and API sync for the common Indian and global ATS platforms.
Explore the rest of the suite
See VedaCore run your workflow
A 30-minute walkthrough on your own documents. No setup, no obligation — book a slot and bring the file that has been sitting on your desk too long.