Introducing the Worlds’ First AI Hiring Platform

Mroads is the brainchild of Prakash Nallagatla, Rahul Kukreti, and Manohar Kesireddy. They came together to create Paññã, the worlds first A.I. platform or hiring technical employees.  Graduates from the University of Texas at Dallas’ graduate school, the trio recognized the pain points in the market. Then, they found a viable solution towards eliminating skill set mismatch and plagiarism.  The team recognized the problem faced by human resources departments worldwide, skilled in their field, but woefully unprepared to make hiring decisions for positions that are technically complex.

The platform, known as mlive, was introduced in a promotional video. This video was made in collaboration with Solarity Studios. Solarity Studios is another Dallas-based company, helping raise awareness to the Dallas business community regarding this new data-driven hiring platform.  With the power and technology to change how human resources does hiring, mroads has offices in Irving and Plano, Texas as well as in Telangana, India.

Paññã will change the way that employers find the talent they are looking for, by utilizing dynamic analytics along with adaptive voice/video interviews, and skills assessments for many areas of interest.  This innovative candidate assessment platform allows for the reduction of costs and time between engaging in the talent acquisition process, and selecting the perfect candidate.

Intended to take out the ambiguity of the hiring process, mlive gives interviewers the power to ask questions while using an auto-evaluation system.  Using features that are standard in all videoconferencing software, mlive has the additional benefits of being seamlessly integrated into the interview platform.  Paññã and its’ proprietary questions bank of more than 500,000 technical questions pertaining to the latest technologies.

Combining the videoconferencing platform, mlive, with the interview platform, Paññã, it is possible to give human resources recruiters confidence that the right technical questions are being asked.  By first insuring interviewees are right for the job, prior to the interview. Then, by directing the interview to ensure they have the skills necessary, the entire hiring process is improved. This is perfect for human resource employees that are experts in their field, but not in technology. Now they are able to remove the uncertainty regarding potential candidates, by having hard data to show if they are the best candidate, or not.

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