HastyHire Speeds Up Hiring

Kuala Lumpur, Dec 8: Screening hundreds of CVs and running back-to-back first-round interviews is a reality for most hiring teams today.
Krenovator Technology Sdn. Bhd. (“Krenovator”) thinks it has a way to take some of that load off with HastyHire, an AI agent interviewer platform that runs video interviews, scores candidates, and sends recruiters a ready-made report.
The company, which offers tech talent solutions, managed IT services, and AI-driven workforce automation products, has just launched HastyHire to help employers move faster without completely removing humans from the process.
HastyHire conducts AI-led interviews, compares answers against the job description and CV, and then generates a 360° hiring report, including scores and red flag alerts. It can be used to hire for both technical and non-technical roles – from software and AI developers to data engineers, marketing, and sales executives. The product supports more than 70 languages and is available on a pay-per-use model.
Mahadhir Yunus, CEO of Krenovator, said the tool was designed to deal with the messy reality of first-round screening.
“Candidate screening is time-intensive and often subjective when done through conventional interviews, posing a challenge to many managers and recruiters across the industry. HastyHire addresses this head-on, using measurable, data-driven outcomes that make the process more efficient and fairer. It’s more than a chatbot, it’s a proprietary AI agent that understands hiring workflows and adds real business value from the start.”

Among the main features are AI-led video interviews, automated analysis of candidates against the job description, CV and interview video, as well as hiring scores, 360° report generation, and bias detection with red flag alerts. HastyHire is also integrable with existing ATS, HR and ERP systems and can be accessed on different devices by both technical and non-technical users.
Early adopters reported up to a 90 per cent reduction in screening time, 70 per cent interview completion rates, and better alignment between candidates and roles.
During its beta run from March to September 2025, the platform conducted over 150,000 interviews across Malaysia, the Middle East, and Europe.
Krenovator is targeting employers in Malaysia, Singapore, and Indonesia first, with plans to expand further into the Middle East and Europe.
The company hopes to onboard 500 companies and reach 1,000,000 completed interviews within 24 months.
“HastyHire redefines how companies evaluate talent at scale. We believe it’s the next evolution of global hiring, where efficiency, objectivity, and truly borderless are a priority,” added Mahadhir.
“Going forward, our team is already looking into future updates that will include candidate feedback reports and additional AI agents to support broader HR workflows,” he concluded.

Bias, older workers, and non-digital natives

Because AI interviews can easily raise questions about fairness, DailyStraits.com put several concerns to the HastyHire team in a written Q&A.
On how the platform ensures older job seekers or non digital native candidates are not unfairly screened out, the company responded:
“HastyHire is designed to reduce bias, not amplify it.
The platform uses a structured and job description driven evaluation model that focuses purely on competencies relevant to the role, not age, appearance, accent, or background.

Key safeguards: Age blind scoring:

The AI never counts in age information and does not evaluate appearance or voice cues to infer it. Language flexible interviews: Available in more than 70 languages, using neutral transcription technology that minimizes accent bias. Bias tested scoring models: The scoring engine is regularly tested with anonymized datasets across age groups, cultures, and language backgrounds to eliminate bias drift. Clear competency based rubric: Every score maps directly back to job requirements to ensure fairness and consistency. Accessible for non digital native candidates: Candidates can access HastyHire on any device with an internet connection. No special setup or software is required. The interface is intentionally designed to feel as simple and familiar as the everyday apps they already use. HastyHire ultimately levels the playing field by ensuring every candidate receives equal time, equal questions, and equal evaluation, something that is difficult to guarantee in traditional human led screening.”

Soft skills and culture fit

One of the most common criticisms of AI in hiring is that it can’t “read” attitude, empathy, or cultural fit. HastyHire’s creators say the platform doesn’t try to act like a virtual psychologist.
“HastyHire does not attempt to judge personality or predict emotional traits.
It only evaluates what is clearly observable and job relevant.
What HastyHire assesses includes communication clarity, problem solving process, past experience explanation, technical or functional competency, and professionalism in responses.
What HastyHire does not assess includes personality traits, emotional interpretation, cultural background, or socioeconomic indicators.
Soft qualities that involve team dynamics or long term cultural fit remain under the responsibility of human recruiters. HastyHire simply handles the first step by screening large volumes consistently so that recruiters can spend more time engaging deeply with shortlisted candidates.”

What happens if the AI gets it wrong?

The team says there are safeguards if a candidate feels misunderstood or unfairly scored.
“Yes. Transparency and fairness are core to HastyHire. Every candidate receives a breakdown of the competencies evaluated. Recruiters can manually review interview recordings, transcripts, and scoring rationales at any time. Candidates may request a manual review and the employer can re evaluate their submission without using AI scoring. Employers always retain control of the final decision. HastyHire provides structured insights but does not decide who gets hired. The system is meant to support human judgment, not replace it.”

Data, privacy, and opting out

Because the platform relies on video interviews, there are also concerns about biometric data and privacy. On this, Krenovator says: “Data protection is a critical priority. All video data is encrypted during transmission and at rest. Storage practices comply with PDPA Malaysia, GDPR standards, and industry best practices. Employers can set retention periods such as 30, 60, or 90 days depending on their internal policies. Candidates may opt out if the employer offers an alternative non AI based interview. HastyHire does not use facial recognition or biometric analysis. The video is only used for recording and optional manual review. Only the minimum data required is stored, and it is retained only for the minimum duration necessary.”

Will recruiters still have jobs?

This is the question every HR professional thinks about when automation enters the picture: will recruiters be replaced? HastyHire insists its role is more assistant than replacement. “HastyHire is built to empower human recruiters, not eliminate them. The platform removes repetitive and time consuming tasks so recruiters can focus on the strategic and human elements of hiring that AI can never replace. Recruiters today spend a large amount of time scheduling interviews, conducting repetitive screenings, taking notes, and filtering out unqualified profiles. These are necessary tasks, but they drain resources and limit the time recruiters can spend on meaningful work. With HastyHire handling the early stage screening, HR teams gain more time to deepen candidate relationships, strengthen employer branding, design better hiring strategies, and
conduct higher quality human interviews. This shift makes the recruitment process more human, not less. Recruiters become more effective and more valued because they can spend their time where their expertise truly matters: building trust, evaluating culture fit, and making strategic hiring decisions. HastyHire elevates the role of recruiters by freeing them from admin heavy workloads and enabling them to operate at a higher professional level.”