Source. Validate. Shortlist.
Watch every candidate interviewed before you meet them.
AI agents run the whole hire. Every candidate arrives validated, interview attached. A human always decides.
Why Teamified: the system, live
The system, live
Hover any agent to open it: what it does, what sits under it, and where a human decides.
- Define
- Reach
- Validate
- Decide
- Move
- Learn
Your feedback loops back, so every hire trains the next
Mason · Job creation
The job builds itself from a conversation
You talk, Mason drafts. Quill turns the brief into interview questions that work, and Compass profiles who you will actually say yes to.
The role brief drafts itself while you speak
Quill writes job-specific interview questions from the brief
Compass builds the profile of what a yes looks like
Human in the middle
You approve the job, the questions and the bar before anything runs.
AI is helping some candidates fake it. Ours proves who's real.
Candidates now use AI to rewrite resumes into perfect matches, and some hide invisible keyword text to game the screeners. Match scores of 100% that mean nothing. Scripted answers, live, in your online interviews.
Note-takers summarise the interview you already sat through. Our agents do the work before it: Sift screens every resume on arrival, Vera calls to check the claims, and Iris runs a recorded video interview for every candidate, scored on what they actually say and do. You watch a fifteen-minute replay instead of running a first-round call.
Hiring managers know in five minutes. Now those five minutes happen before the meeting, not in it. And FairLens audits the agents' own scoring, so the evidence stays fair as well as fast.
The weakest resume match is the strongest candidate.
Skills and capability
Scored against the role’s rubric from the interview evidence, not the resume’s keywords.
Behaviour and sentiment
How they communicate, own problems and respond under pressure. Read from the recording, judged by a person.
AI-assist signals
Scripted or AI-assisted answers flagged for your review. A signal, never a verdict.
Resume accuracy
Does the interview match the CV? Inconsistencies surfaced before you meet.
A job ad buys you a pile. We hand you a shortlist.
A Seek or LinkedIn ad delivers applications, and in 2026, that's a pile of AI-rewritten resumes that all match your job description perfectly. Around A$1,500 buys a hundred of them: unread, uncalled, unverified. The ad is where hiring starts. It's also where the job board stops.
We don't replace the boards. We buy them when they're worth it. You set the marketing budget; Broker decides where it goes and shows its reasoning, wherever candidates cost least to reach. You approve the budget. The agents approve nothing. Then the part no ad can do begins: every applicant screened, called, interviewed on video, scored and validated.
The boards are inside the platform. That's the point.
Powering you to do more. Teamified sources, screens and shortlists. Humans do the hiring.
Recorded interviews produce readings: sentiment, body language, integrity signals, scores against the rubric. None of it decides anything. It is evidence a person judges, and the platform learns from how you judge it.
Watch, don't repeat
Recruiters and hiring managers review the scored recording instead of running the first-round call. You know inside five minutes, and you keep the evidence.
The AI learns your bar
It listens to your interviews and captures post-interview feedback, so matching and scoring tune to how your team actually assesses talent instead of resetting each round.
The call is yours
Nothing is auto-rejected on a reading. Flags are noted with a reason, the shortlist is a recommendation, and a person signs off every stage.
Not just notes on a call a person had to run. Our agent asks the questions, then scores what it heard.
Post, track, screen and hire in one place, or sit beside the ATS you already have, on an open API.
A registered Employer of Record with our own offices, so a hire can become a team member on day one.
Same platform, same evidence. Different amount of us.
Every route ends the same way: a recorded, scored interview for every candidate and a shortlist with the evidence attached. What changes is how much of the work you hand over.
Run it yourself
Post to the boards Broker recommends, let the agents screen, interview and score, and review the shortlist yourself. You keep control of the whole process.
Best for: Teams with an internal recruiter, or a hiring manager who wants the tooling, not the service.
We run the search
Hand us a role. Our recruiters run it on the platform, sourcing, screening and interviewing, and hand back a validated shortlist.
Best for: One hard role, or a hire you need filled now without adding headcount.
We run your hiring
An embedded recruitment function on a monthly fee. Continuous pipeline across every open role, your brand, your process, our team and agents doing the work.
Best for: 5+ hires a year, or scaling without building an internal talent team.
We employ the person
Hire in India, Sri Lanka or the Philippines and we employ them on our own registered entities. Payroll, leave, compliance and equipment handled. Not a partner network.
Best for: Adding a full-time team member offshore.
Not sure which? Compare all four side by side, or answer four questions and we'll tell you which one fits.
Already a recruiter or agency? Run your desk on the platform with your clients, your brand and co-branded interview links. Partner with us
Full AI, human-run, or both. The evidence looks the same either way.
Whether you run hiring yourself on the platform or hand a role to our team, one dial applies inside the process: how much of each screen is run by AI and how much by a person. Some teams want the whole hire to run autonomously. Some want a person on every screening call. Most want both, depending on the role. So choose: per role, per round, or mid-hire. In human mode, our own recruiters run the process and the screens: real people on the phone, armed with the AI's job-specific questions and live follow-ups. Because the AI does the preparation, every screen stays senior-quality, at a fraction of what an agency charges for the same call.
Either way, every candidate lands the same: a recorded, scored dossier on the same rubric. The mode changes. The evidence doesn't.
Full AI
Vera calls to verify the claims, Iris runs the interview, scoring runs on the recording. Zero human touch until the shortlist.
Human-supported
Our recruiters make the calls and run the process, AI-equipped with the questions, follow-ups and scoring. Same rubric, same dossier.
Both
AI for volume rounds, humans for the roles that need a person. Switch whenever you like.
Few platforms can offer the choice, because few have both the agents and the recruiters.
Stop paying five tools and three vendors to do one job.
Software licences, a contractor agency for the surge, an outsourcer for the back office, a recruiter on 18% for the hard roles. The stack bills you before you even hire, and nobody owns the whole hire.
Autonomous where it's safe. Accountable everywhere.
You set the rules.
Define what each agent may do: what it posts, who it contacts, when it must stop and ask.
Every action logged.
A full audit trail of what each agent did and the evidence behind every score.
Recordings are private by default.
Candidates own their interviews; only your hiring team sees a candidate's file.
ISO 27001.
Certification completing September 2026.
Someone finally sees what you can do.
Take a free AI interview, show what you can actually do, and keep it. Private by default, public only if you choose. You hear back within 24 hours, every time.
Growing businesses, hiring like it's easy.
“The flexibility and cultural fit made a huge difference. It wasn’t just about filling seats – it was about finding the right people.”
Nick MaaitHead of Engineering, Butn“Using Teamified is so much easier. One fee, then they handle all the HR stuff, so you have one less headache as you grow your business.”
Ash BrownFounder and CEO, Empiraa“I encourage all founders to treat this no different than hiring a local resource. They find great talent, vet them, and give you the flexibility to be as involved as you want.”
Michael NuciforoCo-Founder and CEO, ThridayQuestions, answered