ReplayAutonomous app testing for teams who ship at AI-speed
Promoted
Launched this week
AINA is an AI career coach that helps you see what's holding your job search back, strengthen your profile, and practice for interviews — through conversations with a video avatar. Talk to AINA and walk away with a personalized action plan for whatever's next in your career.
congrats on the launch ! , How do you make sure , it doesn't hallucinate?
@easeops Great question! Our rule is simple: AINA should ask before it assumes.
Each session is grounded in your CV or LinkedIn, target role, goals, and answers. When context is missing, AINA asks for clarification, and you can challenge any recommendation during the conversation...
No LLM is hallucination-proof, SO we continuously stress-test edge cases and make uncertainty explicit.
@netali_eu Thanks for the clarity , wishing the team the best !
@easeops Thank you so much!
AINA
@easeops thanks!
At the beginning, we had quite a lot of hallucinations, but now we see this problem less and less.
Of course, there are still some funny cases sometimes, but nothing critical for the overall user journey.
Did you try any products?
@kseniia_ponomareva That sounds cool that the model is performing better day by day , wishing you the best guys !
AINA
@easeops Thank you, guys!!!
AINA
@easeops Thanks for bringing this up! It’s definitely one of the most important things to get right when AI is giving you feedback or recommendations based on your personal context.
Toone
Hi team! Great product! Congratulations on your launch! Now, a question, does this integrate somehow with job boards like LinkedIn or remote.com? How does it handle multi-career paths, such as life as a founder / consultancy, or regular jobs?
AINA
@matheus_paranhos1 Thanks so much, Matheus! Great questions!
AINA pulls job opportunities from multiple sources, so you can discover relevant roles in one place based on your profile.
And yes, you can absolutely explore different career paths with the AI Career Coach. You can come back for as many sessions as you need and discuss different directions each time, whether that’s building a company, consulting, a full-time role, or something else. The conversation adapts to your context and what you want to work through at that moment.
@matheus_paranhos1 Thanks, Matheus! AINA brings jobs from multiple sources into one feed. One profile can support several career paths, and each coaching session adapts to the goal you choose building a company, consulting, or pursuing a full-time role!!
Brila
Congrats on launch! Does this work well for non-tech roles too?
AINA
@ikalimullin Thanks, Ilnur! It's important for us.
Yes, you can give AINA context for almost any role, and the interview adapts to it. We work not only with tech and marketing roles, but also, for example, with HoReCa and Medicine.
AINA
@ikalimullin Thanks for asking, Ilnur! Are there any particular non-tech roles or industries you’d especially like to see covered in AINA?
@ikalimullin Absolutely. AINA adapts both career coaching and interview practice to the role’s responsibilities, seniority, and industry context. For non-tech roles, the focus can shift to customer scenarios, communication, prioritization, domain knowledge, and decision-making. Which role do you have in mind?
Congrats on the launch! Is there auto-/semiauto-apply feature?
AINA
@denis_prodan
Hi, Denis!
For now, we prefer a semi-automated approach. AI can help with the process, but we want candidates to stay in control and make every application intentional.
For us, this feels more valuable than fully automatic applictions.
What do you think about autoapply?
@kseniia_ponomareva cool, I was wondering how to speed things up when applying and something like autofill would be a cool feature
AINA
@kseniia_ponomareva @denis_prodan That makes sense! I think that’s exactly where AI can be really useful: reducing the repetitive parts while keeping the candidate in control of where and when they apply. That balance is really important to us.
@denis_prodan That’s a great point. AINA already turns a CV or LinkedIn profile into a structured candidate profile, so autofill feels like a natural next step: pre-fill the application, let the candidate review it, and submit in a few clicks.
Would a browser extension or an in-platform application flow be more useful for you?
Dograh
Congrats on the launch! Can AINA tailor interview practice to a specific job description and company?
AINA
@sandeep_vemu Thanks, Sandeep! Yes, absolutely. At the start, you can simply tell AINA about the specific role and company you’re preparing for, as well as the interview format (HR screening, technical interview, etc.). AINA then tailors the practice to your situation, so the questions and feedback are much more relevant.
@sandeep_vemu One detail I’d add: AINA also takes the candidate’s seniority and experience into account. For senior and lead roles, the practice goes deeper into strategy, trade-offs, and impact; for other roles, it focuses on the most relevant behavioral, situational, and technical areas. If you try it with a real job description, we’d love to hear how closely the session reflects_
MakersClaw
Great idea! I am curious about if AINA learns and handles the interview based on how the interviewee is answering and behaving. Visual cues in a real interview are important and handling this real time with AI is a challenge.
@sachinsharma Great question you’ve identified one of the hardest parts of building a realistic AI interview.
AINA adapts the interview using the role, candidate profile, and the content of their answers. Visual and nonverbal cues add context to the feedback, while the assessment remains grounded in what the candidate actually says and demonstrates.
We’re approaching real-time multimodal adaptation carefully, since eye contact, facial expressions, and behavior can be interpreted differently across cultures and individual communication styles.
Scarlett.
Congrats @kristina__grits
I want to hire more people. Can I give AINA examples of people who’ve done really well on my team, so it understands what “good” looks like for us?
@byalexai Yes - that’s exactly!
During a deep hiring brief, you can use your strongest team members as reference points: share what makes them successful, which skills and behaviors matter, and the outcomes they deliver. AINA combines that context with built-in recruiting expertise to tailor the evaluation criteria and interview questions for the role.
Candidates are then assessed against your team’s real definition of success. What roles are you hiring for?
Scarlett.
@netali_eu VA and Project Manager.
@byalexai Great use cases. Let’s start with the more urgent role: you share what your strongest VA or Project Manager does especially well the behaviors, decisions, and outcomes and AINA turns that context into a structured hiring brief, evaluation criteria, and tailored interview questions. Which role would you like to start with?