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People and Field Forces at Scale
Manufacturing and retail organizations operate across plants, warehouses, sales territories, distributors, and regional offices. Hiring is highly decentralized and often driven by local demand, referrals, and regional leadership influence.
Sales professionals, field executives, and service staff must operate independently, communicate across languages, and represent the brand in diverse market conditions—making consistent evaluation extremely difficult.
Bias, Pressure, and No Hiring Baseline
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High attrition in field construction engieer, sales and frontline roles
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Multilingual communication gaps across regions
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Resume inflation and false claims by candidates
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Pressure hiring via internal referrals and influence
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No standardized interview framework across plants or regions
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Inconsistent selection logic between HR, plant heads, and sales leaders
Without a common baseline, hiring decisions become subjective—and costly.
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Structured, Role-Specific Hiring at Scale
Different Roles. Different Evaluations.
Intrvuz enables role-specific interviews designed for manufacturing realities—not one-size-fits-all hiring.
Supported role categories include:
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Field & Channel Sales
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Plant Operations & Supervisors
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Engineers & Technicians
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Quality, Safety & Compliance Roles
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Warehouse & Logistics Staff
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Mid & Senior Manufacturing Leadership
Each role is evaluated on relevant competencies, not generic questions.
From CV to Conversation to Verification
Intrvuz applies a layered screening approach tailored to manufacturing hiring:
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CV Screening: Normalizes experience across companies, plants, and roles
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AI Phone Screening: Evaluates communication, honesty, and intent
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AI Video Interviews: Assesses interpersonal skills, role realism, and behavioral consistency
This reduces false positives, improves joining ratios, and lowers early exits.
Hiring Decisions You Can Defend
Intrvuz embeds proven hiring frameworks used by CHROs and industrial HR teams:
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STAR Framework (Situation, Task, Action, Result)
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Behavioral Consistency Analysis (detects exaggeration or inconsistency)
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Competency Normalization (adjusts for varied plant sizes and job histories)
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Explainable Scoring (why someone was selected or rejected)
This creates a transparent, auditable baseline, protecting HR teams from pressure-driven hiring.
Office Address-
C-18/2, KV-2, Sector-82, Noida, UP-201304
Contact: +91 11 40846391
What Organisations Typically Achieve
35- 50%
Faster hiring cycles across field and plant roles
30-40%
Reduction in early attrition, especially in sales
Higher
Joining ratios through intent and honesty screening
Upto 70%
Lower cost per hire by reducing repeat interviews and manual screening
Step-1
Initiate Screening
Step-6
Consolidated Skill & Data Insight
Step-2
Upload JD & Bulk CV's
Step-4
Shortlist & Activate AI Interviews
Step-3
Contextual- AI
CV Screening
Step-5
Virtual Interviews by AI-Bots
Standardize Hiring Across Your Manufacturing Network
Remove bias, reduce attrition, and hire field-ready manufacturing talent with confidence.
Intrvuz's advanced AI capabilities to perform 360-degree candidate evaluation, especially bot-based real-time contextual interviews can significantly streamline recruitment efforts.
Raj Malik
Ex Sr. Vice President, HCL Tech
Intrvuz platform has streamlined the training session for professional courses and is helping BA's to enhance their interview skills
Ex IIBA India Chapter Head
It has potential to fill the void of data driven analysis that educational institute often lacks. The ability to find right fit candidate helps the companies to interview filtered students.
Sanyam Dhingra
DGM, AICBIMTECH
The platform has enabled us to create effective JD's and screen candidates on the go. The referral module helps us in finding right candidate for our niche needs.