OpusHire — AI recruitment and hiring software with ATS, video interviews and assessments

OpusHire is an enterprise AI recruitment platform that helps hiring teams recruit, source, screen, interview, assess and hire talent in one place — without handing the hiring decision to a model.

What is OpusHire?

OpusHire is recruitment software that combines AI talent sourcing, resume screening and ranking, proctored video interviews, skills and psychometric assessments, and an applicant tracking system in a single platform. It is operated by OpusHire FZ-LLC in Dubai, U.A.E. and OpusHire Pvt. Ltd. in Mumbai, India, and is used by employers, in-house recruitment teams and hiring managers across both markets.

The platform targets the part of hiring that consumes the most time and produces the least insight: reading hundreds of CVs against one requisition, scheduling and re-scheduling first-round screens, chasing candidates for assessments, then trying to compare people fairly at the end of it. OpusHire runs those steps continuously and leaves the hiring team a structured, comparable record for every candidate instead of a folder of PDFs and a set of half-remembered phone screens.

What does the platform actually do?

OpusHire covers the hiring pipeline from sourcing to offer. Six capabilities do most of the work:

• AI talent sourcing and recruitment outreach. Search for candidates against a live requisition, build shortlists, and run outreach over email, WhatsApp and AI voice calling from inside the platform, so replies land against the candidate record rather than in someone's personal inbox.
• AI resume screening and ranking. CVs are parsed once into a structured profile — skills, roles, tenure, education — and scored against the requirements of the requisition. Recruiters can re-weight what matters for a particular role and the ranking recomputes, so a shortlist can be interrogated rather than taken on faith.
• AI video interviews with proctoring. Structured interviews are conducted and recorded in the browser with session-integrity checks, and are transcribed so answers can be reviewed and compared side by side later instead of relying on interviewer notes.
• Skills assessments and psychometric tests. Standardised coding, English proficiency and psychometric tests are served from maintained item banks with server-computed scores and percentile bands, so a result means the same thing across candidates, requisitions and dates.
• Applicant tracking system (ATS). Requisitions, approvals, per-stage candidate pipelines, interview scorecards and hiring analytics, with multi-tenant company workspaces so each employer's data stays inside its own workspace.
• Candidate referrals. Referral codes tracked from signup through to hire, so a referrer can see their referral progress and credits are awarded automatically when the person they referred is actually hired.
• Candidate experience. Candidates keep one profile — CV, video introduction, assessment results and application history — and reuse it across every role they apply to on the platform, rather than re-entering the same details for each employer.

Does OpusHire let AI reject candidates automatically?

No. Nothing on the platform automatically decides about a person. Screening minimums are advisory flags raised for human review, never automatic gates, and there is deliberately no timer that ages a candidate into a rejected state. Every score and recommendation is computed in code from defined rules — a language model may word an interview question or draft a narrative summary, but it never picks an outcome and never produces the number that decides one.

Every AI contribution to a score or a written summary is labelled as AI-assisted and human-reviewable wherever it appears, in the recruiter view and the candidate view alike. This is an architectural constraint in the product rather than a setting an administrator can switch off, and it is what makes the platform defensible under rules that restrict fully automated decisions about individuals. Read how human-in-the-loop hiring works at OpusHire.

Who uses OpusHire?

The platform is built for employers hiring directly rather than for agencies reselling candidates. Typical users are in-house recruitment teams running a steady volume of requisitions, hiring managers who need to compare a shortlist without reading every CV, and company administrators who need approvals, access control and an audit trail across a shared workspace. Candidates use it to apply, complete assessments and interviews, and track where their applications stand.

Where does OpusHire operate?

OpusHire operates in the United Arab Emirates and India, with an office in Dubai and an office in Mumbai. Both markets are served from the same platform, and the recruitment workflow — requisition, sourcing, screening, assessment, interview, offer — is common to both.

How is candidate data handled?

Employers using OpusHire control their candidate data; OpusHire processes it on their behalf. Candidates can review, correct, export and request deletion of their data, and interviews and assessments are conducted with the candidate's consent. Access to candidate records is scoped to the workspace that owns the requisition, and privileged actions are recorded in a tamper-evident audit trail. Full detail is in the Privacy Policy.

See OpusHire on one of your own roles

Book a walkthrough and bring a real open requisition. We will run it through sourcing, screening and assessment during the session, so you are judging the output on work you already know rather than on a demo dataset.

Book a demo

Prefer to read first? Start with pricing, recruitment software for the UAE, or how to choose AI recruiting software.

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