Question 1

What is Time to Hire?

Accepted Answer

Time to Hire is not just an HR metric, but also a Latin American HRTech startup. Our main focus is to simplify company hiring through our AI-powered recruitment and selection services, and our artificial intelligence-driven ATS platform.

Question 2

What is MIA?

Accepted Answer

MIA is our conversational AI interviewer dedicated to interviewing candidates, analyzing their responses and CVs, and your requirements to recommend the most suitable candidates for each position.

Question 3

How does the software work?

Accepted Answer

The process is designed to be seamless and automatic. It works in three key steps: 1) Profile Setup: You define job requirements, desired competencies, and your company culture on our platform. 2) Interview with MIA: Candidates are invited to conduct a video interview with MIA, who interacts with them in real-time, asks in-depth questions, and evaluates both technical and soft skills. 3) Ranking and Selection: Our AI processes the information and delivers a shortlist with the best candidates, ranked by compatibility percentage (match), along with detailed reports and recordings, so you only spend time with finalists.

Question 4

Is MIA customizable?

Accepted Answer

Absolutely. We understand that each company and each vacancy is unique. You can configure MIA to evaluate specific competencies, ask specific technical questions, or adapt to your organization's tone and culture. Additionally, MIA is capable of conducting interviews in multiple languages, ensuring we evaluate exactly what you need, as you would do it.

Question 5

Are there humans behind the company?

Accepted Answer

Of course. Although our technology is the engine that accelerates the process, our team of Talent and Human Resources experts is the pilot. Behind the AI are consultants, developers, and recruitment specialists who oversee process quality, train models to avoid biases, and provide strategic support to our clients. We use technology to humanize recruitment, freeing people from repetitive tasks so they can focus on genuinely connecting.

Question 6

Why Time to Hire?

Accepted Answer

Because we transform the hiring process from an operational burden into a competitive advantage. Speed: We reduce hiring time from weeks to days. Precision: Our AI eliminates unconscious bias and filters candidates based on objective performance and personality data. Candidate Experience: We offer an agile process, available 24/7, where applicants can interview at their convenience, without unnecessary waits. Efficiency: We deliver hire-ready candidates, not just resumes to read.

Question 7

What kind of tool is this: an ATS, a CRM, something else?

Accepted Answer

We're both, and in that order: an AI recruiting **platform**, implemented by an **expert team** that adapts it to your process.

The platform includes what you'd expect from an ATS —job openings, a candidate board by stage, a candidate profile for each person, transcripts, decisions— and adds what an ATS doesn't do: **MIA interviews every one of your applicants** (over WhatsApp or video call), evaluates them against the criteria of *your* role and tells you who's worth seeing.

The difference from buying software: we don't hand you a license and wish you luck. We design the flow with you, set it up and run it until it delivers the agreed results.

Question 8

How does the service work from start to finish?

Accepted Answer

1. **Intro (20-30 min):** We talk about your current recruiting process and see whether it makes sense to keep moving forward together.
2. **Diagnostic workshop:** We dig deep into the specific bottlenecks you have, together with your team.
3. **Proposal:** We present an implementation based on what we found in the workshop, not a generic template.
4. **Kickoff:** We negotiate the terms and, together, pick the start date.
5. After this process, with an operational flow customized for each company, we assign you a specialized team to hit the agreed results and KPIs.

**And here's what it looks like on the candidate's side:**

1. They apply (through your link, your job board or WhatsApp).
2. **MIA interviews them** in minutes, not days.
3. The AI evaluates them against the role's criteria.
4. The best ones land on your dashboard (or directly on your manager's phone) with their transcript, their score and the evidence behind it.
5. **You decide** who to hire.

All of this depends on your business's needs, but it's an example drawn from real cases we've already implemented.

Question 9

How does this help me if I'm an agency/headhunter, not a company that hires?

Accepted Answer

Yes — in fact there's a mode designed for you.

An agency uses Time to Hire for the same things an employer does, but at portfolio scale: MIA interviews and screens the candidate volume across *all* your roles, and your team spends its time on the finalists and the client relationship —which is where an agency actually gets paid— not on the first screening call.

On top of that, you can run **positions collaboratively**: take a role from a client, work it with your team and send back a shortlist that's already been interviewed and scored, with the transcript and the supporting evidence for each candidate.

Question 10

Can I run interviews without a reference role (e.g., school admissions)?

Accepted Answer

The platform always interviews **against a profile**: it needs to know what it's looking for in order to evaluate. That said, the profile doesn't have to be a job — it can be the entry profile of an academic program, and the "evaluation criteria" can be the admissions ones.

In other words: the use case works, but it's modeled as a process with defined criteria, not as an interview with no reference. It's worth a 20-minute call to see whether your case fits.

Question 11

What's the benefit in numbers versus our current process, which already works?

Accepted Answer

The right question isn't whether your process works —of course it works— but **how many candidates it reaches**. In a manual process, the team reviews the first ones in; the rest wait for days. And that's where the cost is.

In our production data, the delay in first contact is the single factor that most affects conversion from prospect to operational hire. When a candidate is contacted the same day, **79.6% complete the initial screen**. When 8 to 14 days go by, only **32.8%** do.

The drop-off accelerates after the first week. It's not that the candidates are bad: it's that someone else already hired them or they lost interest in your company.

MIA replies in minutes, at any hour, to 100% of applicants — not just the first 20. That's what changes in the numbers: **the same team, the same role, but talking to all of your candidates while they're still interested.**

And about the team: our high-volume clients don't come to us with a broken process, but with a human bottleneck — a couple of people handling more than a hundred conversations a day. That's what the AI absorbs.

Question 12

Is MIA's interview audio-only, or does it evaluate video and body language?

Accepted Answer

MIA evaluates **what the candidate says, not how they look**. The interview can be over video call, phone call or WhatsApp, and in all three cases the evaluation is built on the content of their answers: their experience, their concrete examples, the depth with which they back up what they claim.

**We don't analyze body language or facial expressions, and that's a deliberate decision.** The evidence that those signals predict job performance is weak, and they're a well-known path to bias. We prefer to evaluate something defensible: what the person actually answered, with the exact quote available for you to review.

The video **is recorded** and available in the candidate profile, along with the full transcript, so you can watch it and use your own judgment.

Question 13

How are the questions generated? How does it know what to ask?

Accepted Answer

It's never a generic script. There are two paths, and they're usually combined:

1. **MIA proposes them** from your job description: it reads the role and suggests questions with their associated evaluation criteria.
2. **You define them** —the path we recommend— based on what your hiring manager actually needs to know. In the kickoff workshop we draw them out of your hiring manager.

In both cases **you have the final say**: every question is editable; you can delete, reorder and add them from the dashboard.

And it's not a survey: each question has **its own evaluation criteria** and MIA follows up when an answer is vague ("why?", "what was the result?") until it gets concrete evidence.

You can also define **conditional** questions that are only asked if the previous answer warrants it. This only applies to video or phone interviews.

Question 14

Can I edit or change the questions the AI suggests?

Accepted Answer

All of them. The AI **proposes a draft**; you edit it, delete what doesn't work, add your own and reorder them. The suggestion is a starting point so you don't begin from scratch, never something imposed on you.

Question 15

Can I request specific documents (certifications, licenses) over WhatsApp?

Accepted Answer

Yes, you can receive documents over WhatsApp: the candidate sends their certification, license or ID through the same chat, as a PDF, Word file or photo, and they land in their candidate profile for your team to review.

We're working on the automatic **checklist** per role: the system will know exactly which documents *that* position requires, ask for them one by one and not let the candidate move forward until they're all complete.

If document compliance is central to your process, tell us; it's one of our upcoming releases and we can prioritize it with you.

Question 16

How does the AI evaluate? Based on the requirements we define?

Accepted Answer

Yes, and only on that basis — there's no "universal good-candidate score." Everything is evaluated **according to your role's criteria**.

It works in three layers:

1. **Knockout filters.** The non-negotiable requirements (age, area, license, availability, minimum experience). If they don't meet them, they don't move forward — and you define which ones they are.
2. **The interview.** MIA asks the questions you defined, **each with its own evaluation criteria**, and follows up when an answer is vague until it gets concrete evidence.
3. **The score.** The AI cross-references **the CV and what the person said in the interview** against each criterion and produces a score with **the evidence behind it**: what they said, where they said it, what's missing.

The key thing: **it's never a black box**. You open any candidate and see, criterion by criterion, what raises their score and what lowers it, with the exact quote.

Question 17

Are these basic "killer questions" or do they evaluate in depth, beyond CV-to-description matching?

Accepted Answer

Both, in that order: the second is what sets us apart.

The *killer questions* are just the first gate: cheap, fast, eliminatory. If it stopped there, you'd be right to be skeptical — it would be a keyword filter with better marketing.

**The real evaluation happens in the conversation.** MIA doesn't compare the CV to the role during the interview. It asks the competency questions your hiring manager defined, and when someone answers in generalities, it **follows up** —"why?", "how exactly?", "what was the result?"— until there's evidence or it's clear there isn't any.

Afterward, it cross-references the CV **+** the interview against each criterion and hands you the evidence from both sides.

Where we do draw the line, and we say it plainly: **it's not a psychometric test or an assessment center.** It's a deep screening interview, applied to 100% of your candidates instead of the 15% your team manages to see today.

Question 18

If the summary is positive, why is the score low? Where are the red flags?

Accepted Answer

Good question, and it has a concrete explanation.

The **summary** answers "What does this person have going for them?" — it's built from their strengths. The **score** answers something else: "How much of what *you asked for* was actually demonstrated?" And there, what the person demonstrated counts just as much as **what they didn't manage to demonstrate**.

A low score with a good summary almost always means the same thing: the candidate is solid on what they did cover, but several of your criteria have no evidence — they weren't explored in depth or the CV doesn't back them up.

That's why we don't give you just a number. You open the candidate and see **criterion by criterion**: which questions support it, what they said in the interview, what's in their CV, and what gets flagged red when the evidence is negative or nonexistent. The number is never the argument; the evidence is.

A practical tip: **the more specific your evaluation criterion, the fairer the score.** "Objection handling" scores worse than "must describe a real objection they faced and how they resolved it." We fine-tune that with you in the workshop.

Question 19

How do you evaluate soft skills like proactivity if everyone answers yes on a form?

Accepted Answer

You're absolutely right: on a form, 100% are proactive. That's why **we don't ask with forms.**

MIA **has a conversation**, and a conversation is much harder to fake than a checkbox. Instead of "Are you proactive?", it asks for **evidence**: "Tell me about a time you spotted a problem no one pointed out to you — what did you do?" and, if the answer is generic, it **follows up**: "What was the result?", "How exactly?"

The difference between someone who has the experience and someone who just claims it **shows up in the follow-up**, not in the first answer. That's what ends up in the transcript, and what the AI evaluates — with the exact quote available for you to judge it yourself.

Question 20

Is candidate screening also done with AI?

Accepted Answer

Yes, from start to finish. The AI reads the CV, applies your knockout filters, runs the screening interview and scores according to your criteria. A human doesn't touch a candidate until there's a real decision to make, and that decision **is always yours**.

Question 21

Is psychometric test interpretation included?

Accepted Answer

No. Time to Hire **doesn't administer or interpret psychometric tests** — it's not what we do and we don't want to pretend otherwise.

What we deliver is an **interview with evidence**: what the candidate said, how they held up their answers under follow-up, and how they compare against the criteria you defined. If your process already uses a psychometric test, it coexists perfectly: we make sure only the candidates worth it reach that test, instead of running it on everyone.

Question 22

Do you have technical assessments (e.g., an accounting exam) in addition to the psychometric ones?

Accepted Answer

We don't have a technical-exam engine with test items and automatic grading.

What MIA does do is **evaluate technical knowledge through conversation**: you can define technical questions with their evaluation criteria, and it follows up until it tells apart someone who masters the subject from someone who just memorized the vocabulary.

For many roles, that replaces the exam; for others it doesn't, and in those cases the honest thing is for you to keep using your test, with us screening who reaches it.

Question 23

Can you send the candidate a link for psychometric assessments?

Accepted Answer

Sending the link, yes: the WhatsApp conversation is ours and we can build the send into the flow as a step.

What we **don't** do today is integrate with the test provider to read the result and return it automatically to the candidate profile. That's a custom integration, which depends on which provider you use, and is quoted separately. We've built it for clients with that requirement, so we know exactly what it involves.

Question 24

How do you handle salary data if LinkedIn doesn't publish it?

Accepted Answer

We don't infer salary from external sources; that would be guessing. **We ask the candidate** in the interview: their salary expectation, the package they're aiming for and how flexible they are.

That gives you the data point that actually matters for closing: what *this* person expects to earn, instead of a market average that doesn't negotiate with you. It stays in their candidate profile, alongside the rest of their answers.

Question 25

Is the entire flow customizable?

Accepted Answer

Yes, and it's literally how we work: **each client has their own flow**, not a template.

You define **the stages and their order** (pre-screen → AI interview → manager interview → documents → hiring → whatever you need), **who's responsible** for each one and **under what criteria** a candidate advances or is rejected at each point.

Real examples running today:

• A retailer where **the best candidates go straight** to the store manager, while the rest wait for a human review.
• A sales force where the candidate is **automatically routed to the manager for their area** based on their municipality and neighborhood.

The flow is built visually on the dashboard, dragging stages and defining their rules, and at kickoff **we set it up with you** in the workshop, so you don't have to learn the tool before seeing results.

Question 26

Can I feed MIA my company's culture, so it interviews like an in-house recruiter?

Accepted Answer

Yes, and it's one of the things that most influences the outcome.

You can define **MIA's personality**: its tone (warm and casual or formal and corporate), the way it speaks, how it presents the company and **what makes someone "one of us"** in your organization.

You also load **your company's FAQs** so MIA answers with your official version when the candidate asks about schedules, pay structure or benefits, instead of improvising.

For example, with a consumer-brand client MIA can speak in warm, colloquial Mexican Spanish, with a single emoji per message; with a corporate client, the register is completely different. It's the same AI with **your** voice.

All of that is edited from the dashboard, without writing code or depending on us.

Question 27

Does the AI generate the job description, or do I write it?

Accepted Answer

Today **you provide the text** —you write it, paste it from your ATS or from a previous role— and **the AI does the boring work**: it reads it, structures it and fills in the title, the work mode, the location, the responsibilities, the requirements and the benefits on its own.

From there, it **proposes the interview questions** along with their evaluation criteria.

In other words: you don't start from a blank page, but don't let the AI make up the role either. You provide the content; it organizes it and turns it into an interview.

Question 28

To create the role, do I paste the content or upload a file?

Accepted Answer

Today **you copy and paste**: you open the role, paste the text and the AI structures it on its own.

It takes less than a minute. File upload (PDF/Word) is on the way.

Question 29

From the candidates who qualify, do I select which ones to move to an interview?

Accepted Answer

Yes. **The hiring decision is always yours** and the system is designed so it stays that way.

What the AI does is save you the upfront work: it interviews everyone, discards whoever doesn't meet your knockout requirements and presents the rest to you **ranked and with their supporting evidence**.

You open them, review the evidence and decide.

If you want, you can set it up so that **the best ones advance on their own** to the next stage, so an excellent candidate doesn't go cold waiting for review, while the rest wait for your judgment.

You decide that, stage by stage. And even with that rule active, **advancing isn't hiring**: the candidate lands in a human's inbox, who approves or rejects.

A deliberate detail: **the AI never rejects outright on its own.** When someone doesn't meet a requirement, it stops for human review, with a time window before any rejection is finalized.

Question 30

If the candidate doesn't answer all the pre-screen questions, are they automatically discarded?

Accepted Answer

**No.** Stopping halfway and *not meeting a requirement* are different things, and the system treats them differently.

If someone **drops off** the conversation, we don't discard them: MIA **reaches out again**. It messages them after 30 minutes and, again, after two days, with a message that reopens the chat so they pick up right where they left off.

If they still don't return, **their application stays open** waiting for a human to decide — it's never rejected on its own because of silence.

Automatic discarding only happens when the candidate **answers and fails to meet** a requirement you marked as a knockout.

And there's still a window (48 hours by default, configurable) for your recruiter to review and rescue them before the rejection is finalized.

We designed it this way on purpose: **a false rejection is unrecoverable; an extra candidate in your inbox isn't.**

Question 31

After MIA's screen, do I make contact with the candidate myself?

Accepted Answer

No, and that's exactly the part that gives you back the most time.

When a candidate passes the screen, **the system contacts them automatically**: it messages them on WhatsApp, offers to schedule, shows the available time slots and confirms the interview. No one on your team has to remember to write to them.

If your process includes an in-person interview, it goes further: **we notify the manager or the person in charge on their own WhatsApp** the moment the candidate passes, with their profile; the manager picks a day and time from their phone, and **the system confirms the appointment to the candidate along with the branch address**.

If the manager doesn't respond, we follow up and escalate. You show up where it matters: **deciding who to hire.**

Question 32

How does it integrate with our ATS and how does the recruiter use it day to day?

Accepted Answer

The most common path, and the one that can be up and running in weeks: your ATS remains the system of record. You export the applicants (or post your role with our link) and **MIA interviews and scores everyone**; your recruiter logs into Time to Hire only to see the best ones, with their transcript and evaluation, and decides.

Their day to day doesn't change at its core: they keep living in their dashboard, but they arrive at already-interviewed candidates instead of a list of unopened CVs.

The deep path —**two-way sync with your ATS via API**— is an **integration project we quote separately**, after a technical session with your team. It's feasible, but we'd rather tell you plainly that it's dedicated development and not a checkbox you flip on.

Question 33

Is CV import done in bulk? Does it accept PDF and Word?

Accepted Answer

Yes, it's bulk. You can drag **up to 20 CVs at once** and MIA processes them in parallel: it extracts the information, evaluates them against the role's filters and starts WhatsApp contact with the ones that pass.

On formats: **bulk upload works with PDF files**. **Word (.docx) is also accepted** when the CV is submitted individually or when the candidate themselves sends it over WhatsApp. If your CV bank is in Word, we'll review it in the workshop — it's a minor adjustment, not a blocker.

We also import **Excel exports from LinkedIn Recruiter** and other platforms, which are usually the fastest path when you already have thousands of candidates accumulated.

Question 34

Can you integrate "on the backend," without changing the recruiter's process?

Accepted Answer

That's exactly the goal and, in practice, it's achieved on the candidate side more than the system side: your recruiters keep working where they work, and what changes is that **they stop receiving 300 unfiltered CVs and start receiving 30 already-interviewed people**.

The truly invisible part —Time to Hire writing back into your ATS without anyone touching a thing— **requires a custom integration**, which we quote after a technical session. We're not going to sell it to you as something that turns itself on.

Question 35

Can I connect OCC (or other job boards) directly, without having to do it manually?

Accepted Answer

Today we don't have an automatic connection with OCC. The paths that do work from day one:

• **Post your role with the Time to Hire link** on OCC (or wherever you post): whoever clicks goes straight to MIA. This is the fastest one and the one we use most.
• **Import** the job board's candidate export (Excel/CSV) — in bulk and in a single step.

Automatic ingestion from job boards is on our roadmap and we've already researched it in detail; if it's a hard requirement for you, let's talk, because it changes the order of priorities.

Question 36

If I post on Facebook or Computrabajo, does the click go straight to your platform?

Accepted Answer

Straight there, with no intermediate steps. You have two ways:

• **With a link:** you put your role's link in the ad. The candidate clicks and immediately goes to register and interview with MIA. No extra forms, nothing to download.
• **With WhatsApp:** the ad invites them to message a keyword over WhatsApp (e.g. "JOB"). The candidate sends the message and **MIA replies and starts the interview in that same chat, in seconds.** It's the channel that works best for frontline roles.

Question 37

If I posted on any job board, how does the candidate connect and the process start?

Accepted Answer

Post the role where you already post and, in the ad, include the Time to Hire link (or a WhatsApp keyword). From there, the process runs on its own: the candidate enters, leaves their CV, **MIA interviews them**, the AI evaluates them according to your criteria and places them on your dashboard with their score and their transcript. You step in when there's something to decide.

Question 38

Are you tied to specific job boards? Where does the candidate apply?

Accepted Answer

We don't depend on any particular job board — and that works in your favor: you keep posting where it already works for you. The candidate applies to **your role published on Time to Hire** (we have our own job board and you can also share the link wherever you want) or **over WhatsApp** with a keyword.

Question 39

Where does the role get published? Do you do proactive sourcing?

Accepted Answer

You publish your role —on our job board, on yours or wherever you already post— and **MIA interviews everyone who comes in**, no matter the volume.

Question 40

Can I post with you and have it replicated in many places (multiposting)?

Accepted Answer

Today **we don't do automatic multiposting** — we don't want to sell it to you and have you later find out we do it by hand.

What we do: your role lives on Time to Hire with a public link you can paste on every job board and network where you already post, and **all those candidates, wherever they come from, land in the same funnel** and are interviewed by MIA.

You still control distribution; what we take off your plate is the work of handling them.

Question 41

Is the posting done through TTH and candidates apply there?

Accepted Answer

Yes. Your role is published on Time to Hire, has its own page, and candidates apply and interview right there. That link is yours to spread wherever you want.

Question 42

How does a frontline worker access it through WhatsApp? Do you handle high-volume recruiting?

Accepted Answer

It's exactly the scenario it's built for and where we have clients operating today (retail with hundreds of stores, sales forces of hundreds of agents).

The frontline worker **only needs WhatsApp**: they send a keyword —from the ad, a banner, a flyer— and **MIA replies and interviews them in the chat**, one question at a time, in casual language.

They don't download anything, don't create an account, don't fill out forms. If the role requires it, they can send their CV or documents through the same chat.

The AI discards whoever doesn't meet the knockout requirements, **automatically routes the candidate to the manager for their area** and that manager approves or rejects **from their own WhatsApp**, without ever logging into a platform.

It scales to hundreds of simultaneous conversations without your contact center growing.

FAQs

Lo básico

Qué es Time to Hire y cómo funciona

Resultados y beneficios

La entrevista con Mía

Evaluación y scoring

Personalización y configuración

Gestión de candidatos y decisiones

Canales de entrada e integraciones