KitaHQ: Every Great Hire Starts with Better First Interview

KitaHQ is AI recruitment software for early-stage candidate screening. Review resumes against role criteria, run multilingual two-way video interviews with real-time follow-up questions, and automate invitations and reminders. Each interview produces scores, summaries, transcripts, and recordings for human review, so recruiters can compare candidates faster without scheduling repetitive first-round calls.

Hi Product Hunt 👋 We’re excited to launch KitaHQ, an AI recruitment platform built to make early-stage candidate screening faster, more structured, and easier to review. The problem we kept seeing was not a lack of applicants. It was the amount of repetitive work between receiving applications and deciding who should reach a human interview: reviewing resumes one by one, coordinating first-round calls, asking the same questions repeatedly, and turning scattered notes into useful context for hiring managers. KitaHQ brings those steps into one workflow. Hiring teams can screen resumes against role-specific criteria, run multilingual two-way AI video interviews that ask follow-up questions when an answer needs more detail, automate invitations and reminders, and review scores, summaries, transcripts, recordings, and structured candidate reports. Candidates complete the interview through a browser, on their own time, without downloading an app or scheduling a live screening call. AI helps organize the process, but recruiters and hiring managers remain responsible for deciding who moves forward. We’re especially interested in feedback from recruiters, founders, and hiring managers: What is the most time-consuming part of your early-stage screening process today? Thanks for checking out KitaHQ. We’d love to hear what you think! 🚀

The multilingual video interviews sound genuinely useful for early screening. One thing that would help a lot: let recruiters save custom role criteria templates and scoring rubrics so we can keep evaluation consistent across hires instead of rewriting the same checklist for every new role. Bonus points if you can flag candidates whose resumes reference skills not covered in the rubric.