Ask usanything.Seriously.

Welocity is an AI native talent delivery platform. You tell us who you need, and we bring you a shortlist of people who’ve already been interviewed, assessed and checked. Our AI, Octo, does the heavy lifting on finding and interviewing. Our recruiters do the human bits, like coordinating interviews and handling paperwork. You just pick who you like.

It means you never have to go looking. No scrolling through job boards, no wading through hundreds of CVs, no first-round screening calls. You describe the role, and the right people show up, already interviewed. Searching is our job, not yours.

You don’t call a taxi company and ask them to send you a list of drivers to interview. You say where you’re going, and a car turns up. We work the same way. You say what you need, and the people show up. Behind the scenes, there’s a lot of AI and a lot of good people making that happen.

Nope. On a job board, you post a job and then you do the searching and sifting. With us, you don’t search at all. We find, interview and check candidates, and you only see the ones worth your time.

No. An ATS is where you manage your pipeline. We’re the people and the AI who fill it. If you already have an ATS, we plug into it, so you keep using it the way you do today.

Sort of, but faster and a lot more thorough. A traditional agency sends you CVs and maybe a phone screen. We send you people who’ve already done a proper AI video interview, a technical or role assessment, and checks on location, salary and notice period. And our recruiters still handle the human side, so you get the best of both.

Anyone who needs to hire well and fast. That’s founders hiring their first ten people, HR teams at large enterprises hiring hundreds, and everyone in between. We work with large banks, telecom companies, consulting firms, airlines and fast-growing startups.

Both, and that’s the point. Octo, our AI, interviews and assesses at a scale no human team could. Our recruiters handle the parts where you really want a person: talking to candidates, scheduling, negotiating, paperwork. AI that never sleeps, plus people who care.

Octo runs about 2.5 million minutes of AI video interviews every month, and we engage with over 100,000 candidates every month. So whatever you’re hiring for, there’s a good chance we’ve already talked to people who fit.

We’re headquartered in London, with teams in India, and we hire for companies across India, the UK, Germany and France.

Hit “Get started”, tell us a bit about your company, and send us your first role. That’s genuinely it. There’s nothing to install and no long setup. If you’d rather talk first, book a meeting and we’ll walk you through it.

Whatever’s easiest for you. You can say it out loud to Octo, type it like a message, upload the JD, or connect your ATS so Octo pulls your open jobs by itself.

It helps, but no. Plenty of people just say something like “a senior data engineer in Bengaluru who can join now”. Octo will ask a couple of follow-up questions to fill in the gaps, like must-have skills, salary range and notice period. If you have a JD, even better.

The basics: the role, the must-have skills, location or remote setup, salary range and how soon you need them. Anything else you tell us, like team culture or what the person will actually do day to day, makes the shortlist even sharper.

Octo rebuilds it properly. Not just keywords. It works out the must-haves, the nice-to-haves, what the job really needs day to day, the team and culture, location, salary and notice period. Then it uses that to find and interview the right people.

Of course. Send as many roles as you like. If you connect your ATS, Octo picks up all your open jobs at once.

No. Welocity works alongside whatever you already use. If you have an ATS, we connect to it. If you don’t, you get your shortlists in a simple dashboard and over email.

Usually just the hiring manager and someone from HR or talent. The hiring manager tells us what good looks like and does the final interview. We handle everything in between.

Yes, a simple client agreement and an NDA, which you can accept online when you sign up. No long negotiations, no minimum commitment.

Octo is our AI video interviewer. It interviews candidates over video, asks follow-up questions based on what they actually say, and assesses them properly. It’s patent-pending, it speaks 25+ languages, and it’s very good at its job.

The candidate joins a video call from their laptop or phone. Octo introduces itself, explains how it works, and then has a real conversation about the role: their experience, how they solved problems, how they think. It’s a conversation, not a quiz.

REC

OctoWalk me through a pipeline you rebuilt. What was breaking?

Typically around 20 to 40 minutes, depending on the role. A senior engineering role will go deeper than an entry-level one.

No. Octo starts from what your role needs, then follows up on what the candidate says. If someone mentions they rebuilt a data pipeline, Octo will ask what was breaking, what they changed and how they knew it worked. That’s how you find out who actually did the work.

Yes. If there’s something you always ask, tell us and Octo will include it. You can also tell us what to focus on, like system design, stakeholder management or customer handling.

Yes, where the role needs one. Developers get coding or SQL tasks, analysts get data problems, marketers get a case like a launch plan, product managers get prioritisation scenarios. It’s matched to the role, not one generic test for everyone.

Numa is our behavioural assessment. While Octo looks at skills and experience, Numa looks at how someone thinks and works: communication, ownership, how they handle pressure. So you know the person, not just the CV.

Every interview is proctored. We check face liveness so it’s a real person, match their identity, make sure there’s only one voice in the room, and watch for tab switching during assessments. If anything looks off, it’s flagged on the candidate’s profile so you can see it.

Octo’s follow-up questions make that really hard. It’s easy to read out a polished answer once. It’s very hard to keep it up when Octo asks “why did you choose that?” and “what went wrong?” three times in a row. Combined with proctoring, it catches most attempts.

Yes. Every shortlisted candidate comes with the full recording, a transcript, the assessment results and a short summary of strengths and watch-outs. Most people watch the highlights and skip straight to the bits they care about.

25+ languages, including English, Hindi, German and French. So you can interview candidates in the language they’re most comfortable in, or the one the job needs.

No, never. Octo interviews, assesses and recommends. You decide who to meet and who to hire. A person always makes the final call.

All over. We engage with over 100,000 candidates every month through our own talent network, job boards, referrals and direct outreach. For each role, Octo finds the people who fit, then interviews them.

Every candidate you see has been through all of this: an AI video interview, an in-depth technical or role assessment, proctoring with face liveness and identity checks, and a match against your JD and the skills you need. We also confirm location, salary expectations and availability (immediate, 15 days or 30 days). So when they reach you, the basics are already sorted.

Usually a tight shortlist of around five strong people per role, not fifty CVs. If you’d like a few more to choose from, just say so.

We ask, upfront, and confirm it before they reach you. No more falling in love with a candidate in round three and finding out they’re way outside your budget or can’t join for three months.

Tell us why. “Too junior”, “not enough client-facing experience”, whatever it is. Octo learns from your feedback and the next batch gets sharper. You don’t pay anything for a shortlist. You only pay when you hire.

Yes. Senior and specialist roles can take a little longer because there are fewer people who fit, but the process is the same, and the interviews go deeper. We’ll tell you upfront if a role is unusually hard to fill.

That’s where we shine. Octo can interview hundreds of candidates in parallel, so hiring twenty Java developers or a whole new customer support team isn’t a problem. Our recruiters coordinate the rest.

Absolutely. Tech is a big part of what we do, but we also hire for marketing, sales, finance, operations, customer support, aviation roles like cabin crew trainers, and plenty more.

Identity is checked during every interview. For deeper checks like employment history or education, tell us what you need and we’ll arrange it as part of the process.

Our recruiters talk to them. Before anyone reaches your shortlist, we confirm they’re genuinely interested in the role, the location and the salary. So you’re not chasing people who were never going to join.

They handle the whole last mile. Booking interviews with your team, talking to candidates, keeping them warm, finding out what they really want, helping with the offer, and doing all the paperwork once you’ve picked someone. You just send the JD and turn up to the final interview.

Yes. You get a named recruiter who knows your roles and your team, and you can reach them directly. No ticket queues.

Yes. Tell us who’s interviewing and when they’re free, and we’ll sort out the slots with candidates. If something moves, we reschedule. You just show up.

We do. We already know what each candidate is expecting, so we can help you put together an offer that lands. If there’s a gap, we talk it through with the candidate so you don’t have to.

Once you’ve chosen someone, we take care of the admin around the offer and joining: documents, confirmations, follow-ups and keeping the candidate engaged until their first day.

That’s often where hires fall through, so we stay close. Our recruiters keep in touch with the candidate right up to joining, so you’re not surprised by a last-minute dropout.

Using the platform is free. No monthly charges, no subscription, no per-seat pricing. You only pay a one-time fee when you hire someone, and only after they’ve started.

A flat 12% of the hire’s annual CTC (their total yearly cost to company), charged once, after they’ve joined. That’s it.

After your new hire has started. Not when you make the offer, not when they accept. When they actually walk in the door (or log in on day one).

No. Octo’s interviews, the assessments, the shortlists and the recruiter support are all included. If you don’t hire anyone, you don’t pay anything.

None. We checked under the sofa. No setup fee, no platform fee, no charge for extra users. Invite your whole team if you like.

Yes. Some teams already have plenty of applicants and just want Octo to interview and assess them. We offer a pay-per-interview option for that. Book a meeting and we’ll talk you through it.

If you’re hiring at scale, let’s talk. Book a meeting and we’ll work out something that makes sense for your volume.

We bill in the local currency for the country you’re hiring in, like rupees in India, pounds in the UK and euros in Germany and France.

Yes, that’s the most common setup. They join your company as your employees, work only for you, and become part of your team from day one.

Yes. If you need people without taking on the paperwork, we can provide them on a flexible basis, and we handle payroll, compliance and admin. You get the talent, without the overhead.

Yes. Tell us whether the role is on-site, hybrid or remote, and we’ll find people who fit that setup. Octo interviews everyone remotely anyway.

Yes. For most roles, you’ll have a shortlist of interviewed, checked candidates within 48 hours of sending us the role. That’s because Octo interviews in parallel, around the clock, instead of one phone screen at a time.

To your shortlist. From there, how fast you hire depends on how quickly your team can do final interviews and how long candidates’ notice periods are. We’ll move as fast as you do.

Very niche or senior roles, unclear requirements, or slow feedback from the hiring team. The quicker you tell us what you think of the shortlist, the quicker Octo sharpens the next one.

We check this upfront and tell you on every profile: immediate, 15 days or 30 days. If you need someone to start right away, just say so and we’ll focus on people who can.

Yes. Connect your ATS and Octo pulls your open jobs by itself and sends candidates back into it, so your team keeps working the way they do today.

Tell us which one you use. We can usually get it connected, and in the meantime you can upload JDs or send them over email.

No problem. You’ll get your shortlists, interview recordings and updates in the Welocity dashboard and by email.

Yes. Candidate profiles, assessments and interview summaries can be shared with your team or pushed into your ATS.

Yes. We’re ISO 27001 certified for information security and ISO 9001:2015 certified for quality, and we’re GDPR compliant. Your data is encrypted, access is tightly controlled, and we run regular independent security testing.

Interview data is hosted in secure cloud data centres in London, UK.

Yes. We follow GDPR for clients and candidates in the UK and EU, we have a Data Processing Agreement ready to sign, and we’ve appointed an EU and UK representative under GDPR Article 27.

Yes, we have a standard Data Processing Agreement ready. Email dpo@welocity.ai and we’ll send it over.

Yes. Every candidate is told upfront that they’re being interviewed by AI and how their data will be used, and they agree before they start.

Only as long as they’re needed for hiring and as the law allows, then they’re deleted. If a candidate or client asks us to delete their data, we do.

Our data protection team at dpo@welocity.ai. For anything legal, email legal@welocity.ai. Happy to fill in security questionnaires too.

Done properly, it’s fairer than most human screening. Every candidate gets the same structured interview, assessed against what the job actually needs, not how well they network or whether the interviewer had a long day.

We assess skills and experience against the role, not names, photos or backgrounds. We follow our published AI Ethics Policy, monitor outcomes, and a human always makes the final hiring decision.

Yes. You get the recording, the transcript, the assessment results and the reasoning behind the summary. Nothing is a black box.

Yes. You can read it on our site under “AI Ethics”. It covers transparency, fairness, human oversight and how we handle candidate data.

We’ve designed Welocity with these rules in mind: candidates know they’re talking to AI, everything is recorded and explainable, and humans make the final decisions.

India, the UK, Germany and France.

Yes. Lots of our clients hire across borders, like a London team hiring engineers in Bengaluru. Tell us where the person needs to be and we’ll take it from there.

Large banks, telecom companies, consulting firms, airlines, fast-growing startups and plenty more. If you’re hiring, we can probably help.

Yes. Setting up or scaling a GCC is exactly the kind of fast, high-volume, high-quality hiring we’re built for.

Pretty great, honestly. They can interview whenever suits them, from their phone or laptop, in their own language. No waiting weeks for a screening call, and they hear back quickly.

Never. Welocity never charges candidates anything, at any stage. If anyone asks a candidate for money in our name, it’s a scam, and we’d like to know about it at security@welocity.ai.

That’s up to you. Some clients are happy to be named from the start, others prefer to stay confidential until the shortlist stage. We’ll do whichever you prefer.

We want everyone to have a fair shot. Candidates can ask for adjustments, like more time or a different format, and we’re building a British Sign Language interviewer for deaf candidates.

If something went wrong, like a bad connection or a power cut, yes. We want to see them at their best, not their Wi-Fi at its worst.

Your dashboard shows every role, where it’s at, who’s on the shortlist and what’s next. Your recruiter will also keep you posted, so you never have to chase.

Thumbs up, thumbs down, or a quick note, right on the candidate’s profile. Or just tell your recruiter. Octo uses that feedback to sharpen the next shortlist.

Anytime. Plans change. Just tell us, and we’ll stop. You don’t pay anything for roles you don’t hire for.

No. Hire one person or a hundred. There’s no lock-in and no minimum.

Talk to your recruiter directly, or email support@welocity.ai. Real people, quick answers.

Hit “Book a meeting” anywhere on this page. It’s a quick chat, no slides, promise.