Alfa

What is Alfa AI?

Alfa AI is an AI recruitment solution designed for corporate recruitment teams and independent recruitment consultants. It aims to integrate job requirements, talent sourcing, job advertising, preliminary interviews, candidate assessment, and ATS synchronization into a single automated process.

The AI recruiter on the platform is named Lisa; she can conduct voice or video interviews with candidates at any time after they submit their applications, and then provide recruiters with summaries, transcripts, and matching scores. AI is used to increase the processing capacity, but the responsibility for making the final hiring decision remains with human beings who have the authority to do so.

Core recruitment process

1. Confirm the job requirements and candidate profile with the recruiter.
2. Create and publish job advertisements that are in line with the brand’s tone.
3. Search for candidates from public talent databases and recruitment channels.
4. Automatically contact potential candidates and build a talent pool.
5. Applicants are invited to complete an initial voice or video screening.
6. Evaluations are generated based on skills, experience, and job requirements.
7. Sync the appropriate candidates and interview materials to the ATS.
8. The recruitment team reviews the applications and moves forward with in-person interviews.

Main functions

• Create job descriptions in natural language.
• Search for potential candidates from large databases of talent information.
• Automatically reach out to candidates and fill the recruitment funnel.
• Create and publish job advertisements.
• Conduct audio or video interviews via Lisa.
• Provides interview transcripts, summaries, and evidence-based scoring.
• Evaluate the alignment of skills, experience, and the position.
• Synchronize positions, candidates, and applications bidirectionally with ATS.
• View the real-time candidate pipeline on mobile devices.

Candidate search

Alfa claims to be able to scan over 800 million profiles of candidates, identifying those who fit each job requirement and taking the necessary steps to get in touch with them. Still, recruitment teams need to verify the sources of the data, the methods used for making contacts, the procedures for unsubscribing, as well as the legal requirements related to talent sourcing in their respective regions.

Job advertisement generation

The platform can quickly create recruitment ads that match the employer’s brand, based on the requirements of the position, and it connects to platforms such as LinkedIn, Indeed, Totaljobs, and CV-Library. Before publishing, it is necessary to manually check the job responsibilities, salary, location, statements regarding equal opportunities, and any unnecessary restrictions.

Lisa, the AI interviewer

Lisa is Alfa’s conversational AI recruitment tool that enables voice or video interviews at a time convenient for the candidate. Recruiters can first conduct a demo interview to see the questions presented to the candidate, the pace of the interaction, and the format of the results.

• Interviews with candidates are available around the clock.
• Initial screening questions are based on the job requirements.
• Audio or video responses are supported.
• Record the complete transcription for review.
• Generate a structured interview summary.
• Match the candidate’s responses to the job requirements.
• Submit the results to the recruiter to decide on the next steps.

Candidate evaluation

Alfa generates candidate scores based on skills, experience, and suitability for the position, while emphasizing the need to provide evidence to support these judgments. These scores can be used for sorting and manual review, but they should not be the sole basis for automatically eliminating candidates.

Evidence-based scoring

The candidate cards display the matching percentage, source of talent, key experiences, and ATS synchronization status. Teams should verify that the criteria used for scoring are indeed relevant to the job, and they should regularly compare the pass rates and error patterns among different groups.

ATS integration

Alfa offers connections to more than 70 applicant tracking systems, with an emphasis on two-way synchronization of job details, candidates, and application data. The integrated systems that are publicly available include Greenhouse, Workday, Lever, Ashby, Bullhorn, Personio, Taleez, and Talentsoft.

Recruitment on mobile devices

The official website emphasizes that recruiters can use mobile devices to search, filter, rate candidates, and monitor the candidate pipeline in real time. Mobile use is suitable for quick approvals and follow-ups, but complex evaluations should still be carried out using complete information and consistent standards.

Work mode of recruitment consultants

Alfa is not merely a helper button that requires sequential clicks; rather, it positions itself as an AI agent capable of handling entire recruitment processes end-to-end. Independent recruitment consultants can use it to manage multiple jobs at the same time, but they are still responsible for maintaining client relationships, ensuring a good experience for candidates, and guaranteeing the quality of the recommendations provided.

Which users are it suitable for

• Recruitment teams in companies that need to handle a large number of positions.
• Recruitment consultants who serve multiple clients at the same time.
• Growth-oriented companies for which the initial screening of candidates takes a long time.
• Organizations that need to receive international candidates around the clock.
• Teams that are already using ATS and wish to reduce repetitive data entry.
• Recruitment departments that need to standardize the initial screening questions and evaluation frameworks.
• Companies that are willing to establish mechanisms for manual review and deviation monitoring.

Typical use cases

• Search in bulk for sales, technical, and operational talent.
• Conduct the first round of screening for positions with a high number of applications.
• Conduct candidate interviews at night and across time zones.
• Convert voice or video responses into structured reports.
• Qualified candidates are automatically pushed to the existing ATS.
• Standardize the criteria for evaluating candidates across multiple recruitment consultants.
• Quickly generate ads and outreach content for new positions.
• View the candidate pipeline and priorities on mobile devices.

It’s not very suitable for which situations

• Micro-teams that hire just one employee occasionally.
• Scenarios in which it is not permissible to legally process recordings or videos of candidates.
• Organizations that wish to make hiring decisions entirely automatically.
• There are no clear job criteria nor a team responsible for manual recruitment.
• Users who need the core model and a complete open-source system.
• Enterprises in regions that impose strict restrictions on automated employment decisions and are unable to conduct compliance assessments.
• Positions for which candidates cannot use video or that require special accessibility arrangements.

Tutorial on creating positions

1. Clarify the expected work results, essential skills, and appropriate bonus factors.
2. Describe the position and team environment to Lisa in natural language.
3. Check the candidate profiles and screening questions generated by the system.
4. Remove conditions that are unrelated to the position or that could lead to discrimination.
5. Review job advertisements, channels, and candidate notifications.
6. Connect to the corresponding ATS and test field mapping.
7. Check the quality of candidates after a small-scale launch.

Tutorial on Setting Up AI Interviews

1. Select only the job-related questions intended for the preliminary screening.
2. Define scoring criteria and acceptable evidence for each question.
3. It has been decided to allow audio, video, or alternative application methods.
4. Clearly disclose to candidates the involvement of AI and the purposes for which data is used.
5. A demonstration interview is conducted personally by the recruiter.
6. Test transcription, scoring, and handling of abnormal responses.
7. After going live, sample reviews are conducted on the results of different candidates.

ATS Integration Tutorial

1. Check whether the existing ATS is on the support list.
2. List the positions, candidates, and status fields that need to be synchronized.
3. Use an account with the minimum required permissions for authorization.
4. Perform bidirectional synchronization on the test position.
5. Check for duplicate candidates, attachments, and status mappings.
6. Set up reminders for failure cases and a manual repair process.
7. Regularly review integration permissions and synchronization logs.

Recruitment Team Onboarding Tutorial

1. Choose pilot positions with a high number of applications and clear criteria.
2. Establish historical benchmarks and manually evaluated samples.
3. Reviewed together with the legal, privacy, and diversity hiring officers.
4. Train recruiters to interpret the scores rather than accepting them blindly.
5. Compare the synchronous execution of manual processes with AI processes.
6. Measure time, cost, candidate experience, and group differences.
7. Expand to more positions once the preset standards are met.

Candidate experience

Candidates can complete the preliminary screening at a time that suits them, which facilitates recruitment across different time zones and reduces waiting times. Companies should provide information on the estimated duration of the process, the purpose for which the data will be used, technical support, alternative options that are accessible to everyone, and ways to contact real people.

Multilingual recruitment

The official website states that Lisa enables multilingual video interviews, making it suitable for international teams and talent pools across different regions. Language models may exhibit inaccuracies regarding accents, dialects, and cultural expressions; therefore, it is necessary to use samples from the target region for verification before scoring.

Fairness and Bias

Alfa states that it will proactively test for deviations and maintain human control, but any AI employed for recruitment requires the client to continue verifying it in terms of the relevant positions, data, and location. Video quality, speaking style, or internet connectivity should not serve as hidden criteria that are unrelated to the job itself.

• Only evaluation criteria directly related to the work are used.
• Check the percentage of different groups that progress to the next stage.
• Manual review is arranged for candidates with low scores but insufficient evidence.
• Candidates are allowed to request an alternative screening method.
• Track version changes to models, questions, and rules.
• Establish channels for filing complaints and correcting personal information.

Privacy and security

Recruitment materials may include resumes, contact information, videos, audio files, transcripts, and evaluations; they constitute highly sensitive business data. The official website offers a Trust Center that highlights international security and privacy standards, but buyers should still verify the actual scope of certification, the locations where the data is stored, and the subcontractors involved.

• Verify the legal basis for processing candidate data.
• Set a limit on the retention period for interview videos and transcripts.
• Assign the minimum permissions based on position and recruitment personnel.
• Review the ATS synchronization key and access logs.
• Specify the procedures for candidates to view, correct, and delete information.
• Avoid using information from special categories for unnecessary scoring.
• Notify in a timely manner as per the contract when a data event occurs.

Automation of recruitment compliance

Different countries and cities have varying requirements regarding automated decisions related to employment, notifications to candidates, as well as audits and consent for recording. Companies should have qualified personnel assess the applicable laws before launching such systems, rather than relying on the supplier’s statements of compliance as a sufficient guarantee of adherence to regulations.

Pricing method

The Alfa pricing page currently shows subscription tiers such as Lite and Plus, with options for monthly or annual payment. The search summary on the page indicates that Lite comes with a 7-day trial period, a cost of $99 for the first phase, and $449 thereafter; however, the dynamic version of the page does not always display the full pricing details, so it is necessary to refer to the settlement page before making a purchase.

Recruitment Points

The package limits the number of recruitment tasks that can be carried out based on the AI recruiting credits available: 3 tasks per month for the Lite version, and 5 tasks per month for the Plus version. It is necessary to determine whether one credit covers one job, one complete search, or some other amount of work, as well as whether any unused credits are carried over.

It needs to be confirmed before purchasing.

• The exact monthly fee after the 99-dollar discount period.
• The full scope of use corresponding to one recruitment point.
• Are there any additional limits on the number of candidates sought and on outreach efforts?
• How to calculate the budget for job ads and channel licensing.
• Which fields and actions are supported by each ATS integration.
• Are there extra charges for voice, video, storage, and transcription?
• Data area, retention period, and security support level.
• Method for exporting candidate data after unsubscribing.

APIs and developer capabilities

Alfa’s main focus is on a recruitment platform for finished products as well as integration with ATS systems; no comprehensive public API documentation intended for ordinary developers was found. Companies that need customized solutions should, at the time of purchase, clarify matters related to Webhooks, field mapping, single sign-on, and interface usage limits.

GitHub and the open-source status

No official open-source core repository that corresponds specifically to the WeloveAlpha product was found. Alfa is a closed-source recruitment SaaS platform; the existence of connections to third-party ATS systems or underlying open-source components does not mean that its screening algorithms and platform code are available publicly.

Product advantages

• It covers the entire recruitment process, from job requirements to ATS synchronization.
• Candidates can be actively sought out from large talent databases.
• It supports two AI preliminary screening methods: audio and video.
• It provides transcription, summaries, and evidence-based matching scores.
• Bi-directional connection with over 70 ATS systems.
• Recruiters are allowed to experience the candidate interview process.
• Suitable for recruitment across time zones and in situations with high application volumes.
• Emphasize human control, bias testing, and the Trust Center.

Usage restrictions

• The dynamic display of amounts on the pricing page is not stable or clear enough.
• The exact rules for spending recruitment points need to be confirmed before settlement.
• AI scoring may amplify historical data and design biases.
• Video interviews raise issues related to privacy and accessibility.
• The regulations regarding automated recruitment vary significantly from one region to another.
• The source of candidates and automated outreach must have a legal basis.
• The complete developer API and core source code are not made public.
• It cannot replace the final judgment and responsibility of the recruiters.

Basic information

Recommendation score

The comprehensive recommendation score is 4.2 out of 5 points. Alfa is suitable for recruitment teams that wish to automate talent sourcing, initial screening, and ATS data entry; however, when purchasing it it is essential to carefully assess the pricing, fairness in treating candidates, privacy protections, and compliance with local regulations.

Frequently Asked Questions

What does Alfa AI do mainly?

It automatically handles job creation, talent search, job advertising, initial AI screening, candidate evaluation, and ATS synchronization.

Who is Lisa?

Lisa is Alfa’s AI recruitment tool, capable of conducting voice or video interviews with candidates around the clock.

Will Alfa automatically accept or reject candidates?

The platform can provide scores and rankings, but it is the recruiters who should review them and bear ultimate responsibility for the decisions.

Which ATSs are supported?

This includes more than 70 different systems such as Greenhouse, Workday, Lever, Ashby, Bullhorn, Personio, and others.

Is video interviewing supported?

Yes, candidates can also opt for an audio interview; the specific options are determined by the recruitment process.

How much is Alfa AI?

Lite offers a 7-day trial period; the pricing shown on the page is $99, but it changes to $449 after that. The prices for other plans are indicated on the real-time pricing page.

Is AI-based recruitment fair?

Unification helps ensure consistency, but models and rules can still exhibit deviations; therefore, continuous auditing and manual review are necessary.

Does Alfa provide APIs?

The official website highlights the integration with ATS; no complete public API is available, and any custom interfaces required by enterprises must be confirmed with sales.

Is Alfa open source?

It has not been found that the source code of its core product is made available publicly; it is a closed-source recruitment SaaS service.