How Uplers Uses AI in Hiring (2026)

In 2026, AI is everywhere. However, hiring is one place where fully automated decision-making still doesn’t work.

Hiring remains a two-sided human problem:

1. The candidate
2. The hiring manager

Because of hallucinations, context gaps, and judgment errors, using AI end-to-end in hiring is neither practical nor justifiable, especially in a market like India.

At Uplers, AI is used selectively, only where it creates real leverage without replacing human judgment.

We apply AI in two critical parts of the hiring process.

1. AI for Filtering Out Unqualified Candidates

In India, sourcing is not the challenge.

Filtering is.

Even for a single role, hundreds or thousands of candidates apply, but nearly 99% are not relevant. Expecting recruiters or hiring managers to manually filter this volume is an inefficient use of time.

How Uplers Uses AI Here

Uplers uses AI as a first-level qualification engine.

Instead of basic resume parsing, the AI:

• Understands the job description deeply
• Checks all must-have skills and criteria
• Performs contextual evaluation, not keyword matching

Example

If a role requires:

• A product background
• Experience with a 0→1 journey
• A minimum of 5 years of experience

The AI will:

• Identify whether the candidate worked at a product company
• Analyze roles and responsibilities to infer zero-to-one exposure
• Validate experience beyond job titles

This removes irrelevant candidates before a human ever reviews the profile.

The Impact

• Around 90% reduction in screening effort
• Qualification timelines shortened by up to two weeks
• Recruiters focus on conversations, not filtration

AI doesn’t decide who gets hired.

It decides who deserves attention.

2. AI-Led Technical and Communication Interviews

After the initial human screening, the next bottleneck is assessment, especially technical depth and communication skills.

This is where Uplers leverages AI for early interview rounds.

How It Works

• AI analyzes the job role and requirements
• It generates 10–12 role-critical questions
• These questions are converted into a live video interview
• The candidate answers each question on camera, in real time

What the AI Evaluates

• Technical correctness and depth
• Relevance of answers to the role
• Structured thinking
• English communication skills
• Overall clarity and confidence

The output includes:

• Interview recordings
• A structured scorecard
• Clear recommendations on whether the candidate should move to the next round

This replaces early:

• Technical screening calls
• Communication assessments

The Impact

Hiring managers engage only with candidates who are:

• Technically strong
• Contextually relevant
• Clear communicators

What This Means for Hiring Managers

By combining human judgment with AI-driven filtration and assessment, Uplers ensures that:

• Hiring managers meet only the top 1% (often 0.1%) of talent
• Screening fatigue is eliminated
• Hiring decisions are faster and more confident

In 2026, the goal isn’t to remove humans from hiring.

It’s to remove inefficiency from human decision-making.

That’s how Uplers uses AI, and that’s how hiring actually scales in India.