Hiring with AI as a coworker
The touchstone for real skill.
Kasauti tests how well candidates work with AI, and uses AI to make your team faster. A person makes every decision, with the evidence beside it.
- A named person decides every outcome
- Compliance built in for the UAE, India, the EU and the US
- Every AI output cites its evidence
Why Kasauti
The skill that matters now is working with AI.
Most assessment tools either ignore AI or try to block it. That no longer matches how people work. Knowing how to ask AI well, how to check its answer, and when it is wrong is the skill worth hiring for. Kasauti measures it directly, and shows you the evidence.
What makes it different
Four things no other hiring tool does together.
AI-collaboration assessments
Candidates work with a built-in AI assistant during the test. Their prompts, edits and corrections are part of the evidence.
Compliance built in
Rules for the UAE, India, the EU and the US are handled by a jurisdiction policy engine, so notices, consent, retention and audit trails are right without a legal team.
Human decision, full evidence
AI summarises, suggests and drafts. A named person decides, with a recorded reason, and every AI output shows what it was based on.
Made for small teams
Set up a job in minutes and run a whole hire from one screen, so HR and hiring managers spend their time on people, not on paperwork.
How a hire works
Eight stages. One human decision gate.
Kasauti covers a hire from the first approval to the new joiner. A recruiter can move a candidate to Not progressed at any stage, with a respectful notice; only the Decide stage can lead to an offer.
Define the role
The hiring manager sets the must-haves, the nice-to-haves and the scoring rubric before any CV is read.
Publish
A hosted careers page and share links. The jurisdiction pack adds the right privacy and AI-use notices for where the job and the candidate are.
Apply
A mobile-first form: CV, LinkedIn address, screening questions, consent where needed, an adjustment request if wanted. An instant acknowledgement.
Screen
AI summarises each application against the rubric, quoting the CV. The recruiter sorts into yes, maybe and no, without opening attachments.
Assess
A timed online test from the Assessment Studio, including work-with-AI questions, one attempt per candidate, scored with AI suggestions and human confirmation.
Interview
Self-scheduling, structured kits, independent scorecards, and follow-up questions drawn from the candidate's own test answers.
DecideThe one human decision gate
The decision maker sees all evidence side by side and records a decision with a reason. No score, rule or model decides alone.
Offer and onboard
Offer letter from a template, e-signature, handoff to HR or payroll. Unsuccessful candidates get a kind notice and their data is kept only as long as the rules allow.
Assessments
Candidates work with AI, in the open.
Inside the test, a chat panel gives every candidate the same assistant. Every prompt, paste, edit and submission is recorded and shown to the reviewer next to the final answer. The transcript is the evidence, not a suspicion.
Four sub-scores, each linked to the answers and transcript lines behind it. Never one pass or fail number.
Every prompt, paste, edit and submission is kept with its time, and shown to the reviewer next to the final answer.
"Led the month-end close for a 40-entity group for six years, cutting close time from 12 to 6 days."
CV, page 1, Experience"Prepared VAT workings reviewed by the group tax lead."
CV, page 2, SkillsAI, visible and never sneaky
AI assists. A person decides.
Every AI output carries the AI label, quotes the exact lines it relied on, and can be edited or dismissed. Uncited claims are not shown. Nothing AI-written reaches a candidate without a person pressing send.
- Decision
- Progress to offer
- By
- A named decision maker, with the time
- Reason
- "Strongest close experience of the shortlist; verified the AI VAT answer and corrected it in the test."
- Evidence visible at the time
- Rubric summary v3, test attempt, two scorecards, interview notes
Compliance by design
Built to the strictest rule, switched per jurisdiction.
Hiring AI is regulated differently in every market. Kasauti keeps the rules as data, not code: each jurisdiction pack sets the notices, consent, retention, candidate rights and logs. When two apply, the stricter one wins.
- UAE mainland (PDPL)
- DIFC and ADGM
- India (DPDP)
- European Union (GDPR and the AI Act)
- United States: federal, New York City, Illinois, California, Colorado
Notices and consent, versioned
Every notice a candidate sees is versioned and stored with their application. Consent is a ledger: what, when, how, and when it was withdrawn.
Rights, retention, residency
A candidate portal for access, download, correction, deletion and objection. Automatic deletion after the set period, with legal hold. Data stays in its region, including backups and AI calls.
Evidence packs
One-click exports for DPIAs, the AI system register, bias audits, records of processing and incident reports.
Security
Four rings around the most sensitive data a company holds.
Edge
CDN and firewall in front of everything public, rate limits and bot protection on the apply form and test links, TLS everywhere, strict security headers.
Identity
Single sign-on and passkeys or TOTP for every staff account. Candidates use expiring links scoped to their own application. Roles checked in the API and enforced in the database.
Observability
An append-only audit log for every read and change of candidate data, security alerts, and no personal data in application logs.
Pre-production gates
Static analysis, secret scanning, dependency review, tests, signed images and a script that checks production still matches the claims. Model and prompt changes pass the same gates.
What Kasauti will never do
Trust is a feature. These lines are drawn in the product, not just the policy.
- Reject, rank out or advance a candidate without a human action.
- Analyse faces, voices or emotions, or infer personality, health, religion, ethnicity or any other protected trait.
- Scrape candidates' social media or buy data about them.
- Use "AI text detectors" as evidence against a candidate.
- Train models on your data or your candidates' data.
For candidates
Fair, clear and quick, on a phone.
Apply in minutes
A short form that never asks for the same thing twice, an instant acknowledgement, and a status page that says where you are and what comes next.
AI allowed, in the open
The test tells you AI is allowed and gives you the assistant. What you do with it is the evidence. No webcam, no face matching, no "AI-written" detectors.
Your data, your rights
Download or delete your data, withdraw consent, object to automated processing, or ask for a human review of any stage. Notices in plain language, in your language.
Next step
See Kasauti on one of your own roles.
Bring a role you are hiring for. We walk through the hire end to end: the test, the evidence and the decision.