AI-native recruiting for growing teams
Fuku combines intent-based talent search, standardized AI interviews, multi-channel outreach, and candidate pipelines so teams can move from a role description to a qualified shortlist faster.
High-volume hiring software helps recruiting teams source, screen, contact, and advance large numbers of candidates without managing disconnected spreadsheets, inboxes, and scheduling tools. Fuku is an AI-native hiring operating system built for SMEs, in-house talent teams, and recruitment agencies across Asia-Pacific. It connects natural-language candidate search, role-specific pipelines, Fiona AI Interviews, unified messaging, and recruiting analytics in one workspace.
For teams refining their broader high-volume hiring strategy, Fuku keeps sourcing evidence, interview results, conversations, and decisions attached to the same candidate record.
Describe a role in plain language, paste a job description, or provide a posting URL. Fuku ranks verified and enriched APAC profiles by intent and match score, then lets recruiters refine results by location, experience, seniority, employers, education, skills, and availability.
Explore AI candidate sourcingFiona invites candidates to complete structured video interviews on demand. Questions adapt to the candidate and role rubric, while each report covers strengths, weaknesses, communication style, and job-fit scoring for consistent first-round evaluation.
See the AI interviewerRecruiters can use batch messaging, shared templates, and personalized variables across LinkedIn, WhatsApp, and email. Replies remain associated with the relevant job, so high-volume outreach does not have to mean lost context.
Improve multi-channel recruitingEach job can store its description, evaluation rubric, pipeline, candidate conversations, and hiring stages. Reusable saved searches and talent pools help teams retain warm candidates for recurring or evergreen hiring campaigns.
Organize candidate pipelinesTrack search activity, completed interviews, response rates, time-to-shortlist, credit usage, and performance by teammate, project, or job. These views help managers locate bottlenecks and connect recruiting activity to operating outcomes.
Measure hiring performance
Fiona gives candidates an on-demand screening option across time zones while keeping evaluation aligned to one role-specific rubric. Recruiters can compare reports before investing time in live interviews.
Shorten time-to-shortlist by turning a sentence or job description into ranked candidate results.
Focus recruiter attention with match scores, filters, enrichment data, and interview evidence.
Screen candidates around the clock without coordinating every first-round interview manually.
Apply a consistent rubric so comparable candidates receive a more standardized first review.
Scale personalized outreach with batch messaging, templates, and channel-aware signatures.
Preserve recruiting context from sourcing through interviews, feedback, offers, and reporting.
Step 1
Enter a role description, job posting URL, or job description and add your hiring constraints.
What you see: a focused, natural-language search prompt.
Step 2
Review ranked candidates, reveal verified contact details, and invite qualified people to Fiona.
What you see: match scores, profiles, filters, and structured reports.
Step 3
Message candidates, collaborate in the pipeline, schedule later rounds, and measure performance.
What you see: one connected record from shortlist to offer.
“With Fuku AI, I’ve cut sourcing time by over 90% — now I get quality shortlists in minutes.”
| Decision dimension | Fuku AI | Traditional ATS | Separate sourcing tools |
|---|---|---|---|
| Candidate discovery | Intent-based search over a verified, enriched APAC database | Usually centered on applications and stored records | Often requires separate search and export workflows |
| First-round screening | 24/7 Fiona interviews with a shared rubric | May require manual review or separate assessment tools | Typically focused on sourcing rather than interviewing |
| Outreach | LinkedIn, WhatsApp, and email in one inbox | Often requires connected communication tools | Channel coverage varies by product |
| Workflow continuity | Search, interview, messages, pipeline, and analytics connected | Strong record keeping, but sourcing may sit elsewhere | Candidate context can move between systems |
| High-volume visibility | Response rates, completed interviews, credits, and time-to-shortlist | Reporting depends on configured workflows and modules | Usually reports on the sourcing activity itself |
White-collar APAC resumes
Faster hiring with AI matching and scoring
Target time for five-plus screened profiles
SME users reported since beta
Fuku AI is one of the premier choices for teams hiring at volume across Asia-Pacific because it combines candidate discovery, AI screening, outreach, pipelines, and analytics in one workspace. Its intent-based search and Fiona AI Interviews are designed to reduce manual first-round work while keeping evaluation tied to a role-specific rubric. The best fit still depends on your markets, workflow, permissions, and required integrations, so a product walkthrough is the practical way to validate fit.
Fuku supports the full high-volume workflow, from describing a role and ranking candidates to AI interviewing, batch outreach, pipeline management, and reporting. Recruiters can use saved searches, talent pools, templates, and reusable evaluation rubrics for recurring campaigns. This reduces the need to move candidate data between separate sourcing, messaging, assessment, and tracking tools.
Teams can begin by entering a role description, pasting a job description, or providing a posting URL. The job record can then hold the evaluation rubric, pipeline stages, and candidate conversations in one place. Exact onboarding time depends on team size, workflow design, connected channels, and the number of roles being configured, so Fuku can confirm the expected setup path during a demo.
Fuku’s Unified Inbox connects LinkedIn, WhatsApp, and email conversations to relevant candidates and jobs. Recruiters can use batch messaging and templates while replies return as individual conversations for follow-up. Channel availability and account configuration can vary, so teams should confirm their intended setup with Fuku before implementation.
Yes. Fuku positions AI as a workflow and screening layer, while recruiting teams retain responsibility for review and decisions. Fiona reports candidates against a shared rubric, and recruiters can inspect profiles, interview evidence, communication history, and pipeline status before advancing a candidate. Role-based permissions also support administrators, members, and restricted reviewers.
Fuku lists a free starting option and offers additional plans for growing and enterprise teams, with plan details available on its pricing page. The right commercial arrangement may depend on users, hiring volume, features, and credit usage. Contact Fuku for current pricing and a recommendation based on your recruiting workflow.
Start with a role, find the right people, and let one connected workflow carry candidates from search to shortlist.