Cut time-to-hire by 10 to 15 days with AI that handles your first hiring bottleneck. JusRecruit phone-screens every inbound applicant, runs structured AI interviews, and surfaces only qualified candidates. Teams skip low-signal first rounds, free up ~20 recruiter hours per role, and move faster without sacrificing fairness or quality.
👋 Hi Product Hunt!
I'm excited to introduce JusRecruit to the community today.
Hiring teams today are overwhelmed with inbound applications. Recruiters often spend hours screening resumes, scheduling calls, and manually filtering candidates before they even reach the interview stage.
We built JusRecruit to solve exactly this.
JusRecruit is an AI-powered recruiting platform designed for high-volume hiring teams. It helps companies automatically screen applicants through AI phone interviews, run structured AI interviews, manage pipelines, and identify the best candidates faster.
Our goal is simple:
Help recruiters reduce time-to-hire by 10-15 days and save ~20 hours of manual screening per role.
JusRecruit is especially useful for:
• Recruiting agencies
• Companies hiring at scale
• Teams receiving hundreds of applicants per role
Instead of spending hours screening candidates manually, recruiters can focus on engaging with the right candidates faster.
We’ve spent months building and refining this product and would genuinely love your feedback.
If you’re in recruiting or hiring, we’d love to know:
👉 What is the most time-consuming part of your hiring process today?
Thanks so much for checking out JusRecruit 🙌
Congratulations on the launch! We recently designed a similar system for a large corporation: a person submits requirements, our AI connects to the SmartRecruiting database with 100+k resumes, analyzes who is the best fit, sends interview invitations itself, periodically updates resumes automatically from LinkedIn and other sources, etc.
interesting direction. hiring systems usually get cluttered quickly with candidate data and stages. how are you keeping the workflow clean and easy to manage over time
AI interviews can feel robotic and cause a high-potential prospect to lose interest in a company. Are there ways to avoid this when using an AI interviewer?
Thrilled to launch JusRecruit here today! 🙌
Recruiters told us the same thing over and over: too many CVs, too little time, and first-round calls eating up the entire week.
With JusRecruit, your pipeline moves on autopilot. Every candidate gets a structured AI interview the moment they apply. You get a shortlist with consistent, comparable insights, so you can focus on closing, not filtering.
Less screening. Better hires. Faster. That's what we built.
Built by people who've lived the hiring bottlenecks firsthand, we'd love for you to try it and tell us what you think!
Really interesting, especially focus on removing the bottleneck at the screening stage.
Curious how you're thinking about false positives early on.
this is actually a pretty real problem tbh. when the number of applicants gets high, just reaching the actually good candidates takes so much time and energy. i like that this is focused on that part and not trying to do 20 random things.
Phone screening was always the fastest way to filter candidates, but also where the first connection happened. Some people simply prefer talking to a human — it is how trust starts. Have you seen any pushback from candidates on the AI-led screening, or does the speed trade-off make up for it?
Love the recruiter side of this. Building on the candidate side with JobsUncle.ai would love to chat about where these intersect.
Automating phone screens and first-round interviews with AI targets the exact stage of the hiring funnel where the most recruiter time gets burned on candidates who won't advance — handling that initial qualification layer frees up human recruiters to focus on the nuanced later-stage conversations where judgment actually matters. The key question for any AI-driven interview tool is candidate experience; how do candidates typically react to the AI interviewer compared to a human phone screen — do you see differences in completion rates or candidate satisfaction scores between the two formats?
👋 Hey Product Hunt!
I'm Nawal, and I've been obsessed with one problem for the past year: why does hiring still feel like it's stuck in 2005?
Watching recruiters drown in spreadsheets, manually dialing candidates, and copy-pasting the same screening questions over and over - it felt like a solvable problem. So we built JusRecruit.
JusRecruit is an AI-powered recruiting ATS platform for high-volume hiring teams. It runs AI phone screenings, conducts structured interviews, and surfaces your best candidates - automatically. The outcome we're laser-focused on: cutting 10–15 days off time-to-hire and saving recruiters ~20 hours of manual work per role.
We've been deep in the weeds on this - talking to recruiting agencies, in-house TA teams, and high-growth companies hiring hundreds of people at once. Every conversation reinforced the same pain: screening is broken at scale.
This is our answer to that.
If you're in recruiting, talent acquisition, or just someone who's been on the receiving end of a chaotic hiring process - I'd genuinely love your take.
👉 What's the most painful, soul-crushing part of your hiring process right now?
Every response shapes what we build next. Thanks for being here 🙌
Hiring is broken at the screening stage, too many applicants, too little time, and recruiters burning hours on calls that go nowhere.
JusRecruit fixes exactly that. Post a job, and "Saina" our AI interviewer takes over the phone screens and first-round interviews automatically. You wake up to a ranked shortlist of candidates who are actually qualified.
What makes it stand out is that it's not just an AI interviewer, it's a full recruiting stack. The built-in ATS lets you track every candidate, move them through stages, and plug in assessments, all in one place. No switching between five tools.
For any team tired of slow, messy hiring, this is worth trying.
Interesting approach to cutting hiring bottlenecks — phone screens are one of the most time-consuming parts of the process. How does the AI handle edge cases where candidates give unexpected or creative answers?
