Ігор Вишневський AI Eng 29 October 2025, 09:00

"We save 90% of the recruiter's time on pre-screening." Aitivets has developed an AI platform that conducts mini-interviews, analyzes CVs, and generates ratings of candidates for a specific vacancy. What MyPitch.guru can do

In battles on LinkedIn and other professional platforms, candidates and recruiters are constantly «breaking spears» over who is to blame for the current situation on the technology job market. Meanwhile, hundreds of comments under posts and mutual teasing (at best) or humiliation (at worst) do not improve the situation.

A well-known IT expert, Sergey Alekseev, is sure that the problem is that existing tools do not allow candidates to truly reveal themselves, but force them to send hundreds of faceless CVs like robots. Recruiters, accordingly, simply drown in the information avalanche and lose the best candidates in this chaos. To find a way out, Alekseev proposed his own product, which he worked on alone for a year — the MyPitch AI platform. Recently, he made an important decision — to fully focus on this project and expand the team.

Where did it all begin?

As a separate initiative, it all started about a year ago, when I myself was studying the latest AI technologies and solving my personal problem in practice. What was it?

When you are a candidate, you need to apply for vacancies very actively. As everyone admits, today is the market of companies-employers, and candidates need to spend a lot of time and effort to show themselves and «get on the radar». When they apply for vacancies, they need to adapt their resume to each of them. Because in order to be competitive, you can no longer submit the same CV everywhere. Accordingly, it takes a lot of time.

I decided to create a tool that, using AI, could adapt a resume to a specific job vacancy in seconds. This was done as one of my pet projects.

I finished it in the spring, showed it to friends and acquaintances, and it was kind of the first public version. Everyone was very interested, people said, «Oh, that’s cool,» and started using it.

That’s when I started analyzing what was happening in the recruiting and hiring market in general, thinking about monetization models, answering the questions of what to do with the product and how to develop it, how to make money from it. Because the main goal of business is to make money, not to create «fans.»

That’s why I decided for myself that I would build this platform. Currently, it is a marketplace with an entire ecosystem that will be able to connect to companies' ATS (Applicant Tracking System — software for automating the recruitment and hiring process — Ed.).

What’s special about MyPitch.guru?

The problem with candidates, even very qualified and experienced ones, is that they don’t know how to write a resume and present how great they are. On the other hand, companies have another problem — it’s a very high demand: there are really, really many people applying for vacancies. Under such conditions, it’s difficult to select the qualified talents that are right for you.

That’s why I decided to create a platform where candidates have 15 minutes to talk about themselves and communicate with the company using AI. Without such a video call, candidates will not be able to get the maximum rating.

Of course, this is not a full-fledged interview, but a kind of pre-screening. Candidates communicate with AI, and the latter’s task is to find the most relevant experience and get as much context as possible about the candidate in order to give this material to recruiters in a standardized and complete form, showing all the pros and cons of the applicant for the position. This is what is truly a new approach.

Where previously candidates would simply take a CV and send it with a cover letter, now instead of a CV they have the opportunity to tell how they can help the company and what relevant experience they have. All this is processed and saves recruiters time because they get answers to standard questions even before they have spoken to the candidate.

However, the main thing that the recruiter sees is the standardized candidate form on our platform, which shows the pros and cons of the applicant for this vacancy.

For example, the recruiter himself has certain mandatory requirements for the candidate. So he can ask our AI platform to ask all candidates questions on a specific topic. In particular, if a person is applying for a conditional team lead, it could be conflict resolution. Our system can help collect answers to questions like «What would you do if two developers in your team had a conflict? How would you behave and how would you resolve this situation?». Thus, the recruiter will already have answers to must-have questions. For recruiters, we have a separate guide on using the service.

The path to scaling

To date, the entire product that has already been made and is what it is, I built all by myself: code, marketing, design, all AI tools, etc. But it is clear that moving forward without a team is problematic, if at all possible. For now, the team will be small — three people. After all, I want to give up the technical part and actively engage in investments and clients.

A separate person will be in charge of marketing, and another person will help me with the technical part. That is, two more specialists will start working on the project next month, in addition to me.

In startups, it is very difficult to say when the product is ready. But in general, everything from the basic functionality that I planned is done. To date, the product is already market ready. We have registered more than 1,100 candidates, and there are already more than 40 employer companies on the platform. That is, the product is already ready, it is being used, people are being interviewed, and I am receiving feedback. We have a trial period until the end of the year, when everything is possible and for free.

All functionality on the platform is available for free until the end of 2025.

The monetization model is currently planned as follows: we take 15% of the successful hiring of a candidate for one month of his work. That is, if the candidate’s salary is $1,000, he was hired and he accepted the offer, then the company must notify about it within 30 days and pay 15%, that is, $150. The companies pay — and only in case of successful hiring. For candidates, posting vacancies and all other opportunities on the platform are free.

Currently, I am focused on one big niche — these are technical companies with technical roles, that is, everything related to software development. And so far, the focus on entering the market is Ukrainian companies and Ukrainian candidates as the first stage. Why? Because I know this market, I know the people, and people know me a little. But regarding entering other markets, solution allows you to be vertical in different niches.

Since I am currently building a marketplace for candidates and companies, I have a classic chicken-and-egg problem to solve. Candidates don’t want to go to a platform where there are no companies, and companies don’t want to go to a platform where there are no candidates. Right now, our clients are mainly a warm network, meaning people I know personally. But there are cases when candidates come to us themselves because someone has already told them something about our platform.

As for candidate acquisition, I’m planning a number of initiatives to create a kind of viral effect. It should be a platform where people will want to come and get the desired results. For this, I need a marketing co-founder, because I know a little about marketing, but I’m not an expert in this niche.

In terms of finance, I have already started reaching out to various venture funds. I am currently actively looking for funding and have already sent information about my project to several Ukrainian funds, such as Flyer One Ventures. I am also actively looking for angel investments.

Who are the competitors and what are the advantages over them?

What I’m currently working on and already have some negotiations with fairly large companies is connectors to their internal ATS systems. The vision is this — we connect to the companies' internal ATS systems, use AI to analyze the internal candidate database, issue a kind of scoring — who is the best candidate for a particular vacancy — and send them an invitation to an interview with AI.

In the future, integration with companies' ATS will also simplify the entire process of organizational work. Currently, we use Open AI infrastructure for video interviews, and our own AI model for some analysis functions. We have not yet engaged in further training it, but even so, it gives very good results.

As for competitors — existing and potential — of course, they exist. I will say this — most of the competitors that are currently on the market are from the UK or the USA. I have not seen any major competitors in this area in Europe.

For example, in the UK, there was recent news about the startup Jack and Jill raising $20 million in funding. This is actually a good sign, as it proves that such AI solutions for recruiting are of interest to the market.

At the same time, regarding competitors, I want to say that most of them still build SaaS platforms for companies that are willing to pay for this software. That is, they work with an internal candidate base. What is the difference in what I am building? I am building an ecosystem that is focused, first of all, on candidates. The task of my platform is to help candidates present their relevant experience, and for the platform itself to know everything about the candidate, starting from his responsibilities at work and ending with his soft skills and mindset.

We strive to make candidate profiles live. They should have a lot of different parameters, which will help companies hire people for themselves faster and choose the best candidates. My task is to make candidates live on my platform!

Why hiring is bad right now (and will it get better)

How does the candidate search process work today? Vacancies are posted or recruiters do the sourcing, exploring traditional job search platforms and LinkedIn.

Once a candidate is found, they communicate in a chat. Then they schedule a 20-minute pre-screening interview with the candidates, where they ask fairly standard questions. We save 90% of the recruiter’s time on the pre-screening interview.

That is, before, a recruiter needed 20 minutes to ask basic questions. Now a recruiter can say: «Here is a link to a vacancy, please tell me about yourself.» And by the time the recruiter calls, he will be able to ask more in-depth questions and weed out all the candidates who are not relevant.

Another headache is CV analysis by recruiters. When a recruiter sees dozens of CVs every day in different formats, styles, fonts, and wording, by the twentieth CV, he won’t even be able to remember what the third one was like or whether it was good.

So we take all this information analysis upon ourselves, reducing the cognitive load on recruiters.

Our product, using AI, already provides the recruiter with a kind of scoring table with a rating of candidates, based on their experience, CV, what they told AI about themselves, and so on. And all this in a standardized form.

The main problem of candidates, including senior-level ones, is that they cannot talk about their experience in a high-quality and vivid way. Although in reality they can be very cool specialists. On the other hand, recruiters are in a constant barrage of information, and in it they simply lose their talents, because they physically cannot analyze it all.

The main problem is precisely the analysis of this data. We take on the hardest part for both the candidate and the recruiter.

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