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AI CV + VOICE SCREENING, IN YOUR BRAND

Elevate your employer brand with every candidate screening

Employer branded screening is built into RoundOne's AI CV and voice screening platform. Every applicant meets your logo, your EVP and your voice at every step, not a generic bot.

See Your Brand in ActionSet up in under 1 min
4.3out of 5
Rated on G2
No automated rejections. Your recruiters make every call.
A candidate wincing and holding up both hands, put off by a generic screening bot.
VIRTUAL ASSISTANTHello. I am your virtual assistant. Please answer the following questions.
WHAT GENERIC SCREENING COSTS YOU

Your screening step is where your employer brand quietly leaks

You spend years building an EVP. Then the first real conversation a candidate has with you is a faceless bot that could belong to anyone.

60%
of job seekers have had a poor candidate experience
CareerArc Candidate Experience Study, 2016
72%
of them share it online or with friends and colleagues
CareerArc Candidate Experience Study, 2016
Mayur Macwan, founder of RoundOne AI
FROM OUR FOUNDER
“Your candidates have already heard your brand story. Just not from you. ChatGPT told them. Google told them. A two-year-old review told them. By the time they reach your screening, the narrative is set. That first conversation is your chance to take it back.”
Mayur Macwan · Founder, RoundOne AI
WHY IT'S YOUR EDGE

Same candidates. Same week. They remember the one that sounded like a real employer.

Generic screening: A generic bot with a stock voice that could belong to any employer
With RoundOne: Your logo, colours and EVP on every screen, in a voice candidates recognise
Generic screening: Candidates drop off halfway because the process feels cold
With RoundOne: Candidates finish. One recruiter saw 36 of 38 invitees complete a voice screen
Generic screening: Applicants decide you're just another company that ghosts
With RoundOne: Every applicant gets a real conversation, not silence
Generic screening: Top talent accepts the offer from whoever felt human first
With RoundOne: You're the employer they remember when the offers land
HOW IT WORKS

Paste your website link. You're branded in under 1 minute.

No brand kit uploads, no builder to learn. RoundOne reads your site and does the rest.

  1. 1
    Paste your website link~10 sec
    Drop in your homepage or careers page URL.
  2. 2
    RoundOne builds your brand~40 sec
    We pull your logo, colours, EVP and tone, and apply them across CV scoring, chat and voice screening.
  3. 3
    Customise if you wantOptional
    Name the agent, clone a recruiter's voice, tweak tone or questions. Then go live.
YOUR BRAND, ACROSS THE WHOLE PIPELINE
1
CV scoringEvery applicant matched
2
Chat pre-screenFor borderline candidates
3
Voice screeningYour voice, 50+ languages
DON'T TAKE OUR WORD FOR IT

Recruiters you trust, trust RoundOne AI

Straight from LinkedIn: TA leaders and recruiting voices on what RoundOne changes.

LinkedIn post by Tejal Rives, a former tech recruiter who describes herself as skeptical of any AI product that comes to market, saying most AI recruiting tools are “slop dressed up in a demo”. She tested RoundOne AI herself and sat down with founder Mayur Macwan. What held up for her: it is not a black box product — real thought and development went into it — and its two-stage screening means candidates whose resumes do not match the job description are not discarded, but get another opportunity to clarify their experience.
LinkedIn post by Lori Golden, Global Talent Leader: “Hot take. AI screening is not replacing a human conversation. It is replacing being rejected before you get to add context to your candidacy.” She argues that if 1,000 people apply and 200 are qualified, she cannot talk live to all 200 — so the real question is whether those 200 get a chance to make their case through RoundOne AI, or whether 20 are picked on resumes, timing, keywords and vibes while 180 are rejected without ever being heard.
LinkedIn post by Oscar Chavez, a recruiting leader, labelled as a brand partnership. He writes that the candidate screen is where relationships begin and that handing that moment to an algorithm tells candidates something about how you value them. His first instinct when RoundOne AI approached him about a partnership was to say no, but he kept reading, and as someone who supports AI as a resource rather than a replacement he came to distinguish it from the version of AI recruiting he has criticised — the kind that quietly makes decisions for you.
LinkedIn post by Darrell Clack, a tech and aerospace recruiter, following up on an earlier post about RoundOne AI. He writes that hiring is heavily focused on speed right now, but that attrition tends to follow speed, and the real challenge is maintaining quality while still moving with intent. Better screening is not just about saving time — it improves the quality of what gets passed downstream, and stronger signal early leads to better decisions later.
LinkedIn post by Erin Riska, a fractional talent acquisition partner, who says hiring is broken and that most AI-powered solutions on offer make it worse — but not RoundOne AI. She describes it as a voice screening platform suited to high-volume hiring and roles with heavy inbound, and recounts posting a Property Administrator role for a client that drew 266 applications in 24 hours. She used RoundOne to build a competency rubric covering what is table stakes, what is trainable and what is disqualifying, and after reviewing every resume had 38 well-qualified applicants.
LinkedIn post by Kelli Hrivnak, a tech and marketing recruiter, on how “they aren’t a good culture fit” can boil down to plain likeability and a gut feel formed in the first five minutes of an interview. She tested RoundOne AI’s screening tool twice — once for a recruiting role and once for a bartender — noting it ran a templated screen that users can configure with their own rubric of questions, then produced a full report scoring communication quality and must-haves.
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4.3 on G2