THE AI DOMAIN EXPERT

Stop Using Your Experts
to Screen for Skill.

Vera conducts the deep domain interviews your recruiters can't — role-specific questions, real-time follow-ups, structured evaluation.
Your experts review the output.
Not the candidate.A recruitment agency charges $25,000 to fill one role. Vera does the first two rounds for $499.

Book a 5-Minute Demo →

Used for SAP, engineering, finance, supply chain and operations roles · Your competitors are already interviewing

app.vera.ai / decisions
Candidates · 3 of 12
Maya Goldstein
Head of Growth Marketing
🟢 Strong Hire
Brandon Lee
Head of Growth Marketing
🟡 Needs Review
Sofia Reyes
Senior Full Stack Engineer
🔴 Not Recommended
🟢 Strong Hire  ·  Confidence 88%
Maya Goldstein
Head of Growth Marketing · Austin TX
"Strong technical depth — led S/4HANA migration across 3 regions. Architecture decisions validated. Safe to advance."
Vera confirmed
  • Scaled ARR $8M → $47M
  • $2.8M budget managed
  • 4.2x ROI on paid
💡 Suggested next step
Ask about team leadership at scale before advancing to final round

Vera interviews SAP consultants on SAP. Supply chain managers on supply chain. Engineers on engineering. Finance leaders on finance. Not a generic screener. A domain expert for every role. · Evaluations delivered in minutes.

Who conducts your first-round interviews?

Your most senior SAP consultant.
Your Head of Supply Chain.
Your Principal Engineer.
Your most expensive,
hardest-to-replace person.

What one technical interview actually costs

Prep time (reviewing resume, preparing questions) 1.5 hours
The interview itself 1 hour
Senior engineer hourly cost $85–120/hour
Total cost per technical screen $212–300

Per candidate. Before you know if they're worth the second conversation.

Screening 10 candidates = $2,100–3,000 in senior resource time. Plus the features they didn't ship that week.

Vera IS the domain expert interviewer.

Deep, role-specific questions built from your job requirements. Real-time follow-ups on every vague answer. A structured evaluation ready when the interview ends.

Your senior engineers review the output.
Not the candidate.

You're about to ask your most experienced person to interview 10 candidates. That's 25 hours — and anywhere from $1,875 to $3,750 in salary cost (at $75–150/hr senior rate). Before you know if a single one is worth a second conversation.

Vera conducts all 10 interviews. Your expert reviews the output.
Total time: 2.5 hours. Not 25.

Based on US Bureau of Labor Statistics senior engineering compensation · $75–150/hr blended rate

Your most valuable person has 3 first-round interviews this week. All 3 could have been a Vera evaluation. Vera finds who's worth their time.

The Problem

Sound familiar?

Manual hiring is slow, inconsistent, and expensive — no matter how good your team is.

$25,000
average recruitment agency fee to fill one domain expert role
25 hrs
of your domain expert's time interviewing 10 candidates — before knowing who's worth hiring
7–10 days
lost to scheduling before a single technical interview happens — while good candidates accept other offers

Process

How Vera runs your first-round interviews

From job requirements to hiring decision — without pulling your best people in

01
Step 01
Define your technical bar

Tell Vera what good looks like for this role — required skills, depth of experience, what strong answers sound like. Vera builds the interview from your criteria. Not a generic template.

02
Step 02
Vera conducts the technical interview

Every candidate gets a deep, voice-based technical interview — role-specific questions, real-time follow-ups on vague answers, and probing on anything that doesn't add up. On the candidate's schedule. 24/7.

03
Step 03
Your team reviews the evaluation

A structured technical evaluation — skills confirmed, gaps identified, red flags surfaced. Your best people spend 10 minutes reviewing output instead of 2.5 hours in an interview room. Vera's evaluation is ready minutes after the interview ends.

THE REAL COST

What hiring one domain expert
actually costs you

Before Vera.

Without Vera

📄
100
Resumes to review
Manual · 2-3 hrs recruiter time
↓
📞
40
Recruiter screening calls
20 hrs · $800 in recruiter time
↓
📅
Scheduling Hell
Finding a time slot everyone can do
Top candidates accept other offers while you're finding a time slot.
↓
👨‍💼
10
Domain expert interviews
25 hrs · $2,500–$7,500
Sometimes 2-3 experts per candidate
↓
✅
1–3
Worth hiring
Total cost to fill one role:
$3,300 – $8,300
in human time alone

With Vera

📄
100
Resumes scored by Vera
Automated · 0 hrs
↓
🤖
40
Vera screening interviews
0 hrs recruiter time
↓
⚡
24/7
Vera interviews on their schedule
Morning. Evening. Weekend. 2am.
The moment they're ready — Vera is already waiting.
Good candidates don't wait.
Vera doesn't make them.
↓
🎯
10
Vera domain expert interviews
0 hrs expert time · 15 min to review output
↓
✅
1–3
Worth hiring — with evidence
Total cost to fill one role:
$499 / job
Full hiring funnel · results in minutes

Your domain expert used to interview 10 people to find 1 worth hiring.

Now they review 10 Vera evaluations in the time it took to do 1 interview.

Experience Vera
— right now

Call and experience what your candidates go through. Domain-specific questions. Real follow-ups. No scripts. Evaluation ready in minutes.

📞 Domain Expert Interview
Domain-specific questions · Real-time follow-ups · 6 minutes
🔒  ••• ••• ••••
📞 Screening Interview
Eligibility + background + fit · 3 minutes
🔒  ••• ••• ••••

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You're all set — call now
📞 Domain Expert Interview (224) 664-7000
📞 Screening Interview (224) 646-2028

Impressed? See Vera evaluate a real candidate for your open role.

Book a Technical Demo →

What you get after every interview

Every interview produces this

Not just a score — a complete hiring decision with evidence

Technical Interview · 45 min

🟢 Strong Hire Confidence 88%
Maya Goldstein
Head of Growth Marketing · Austin TX
🟢 Clear to advance
"Strong match — scaled ARR from $8M to $47M. Eligibility confirmed. Safe to proceed."
Vera confirmed
  • Scaled ARR $8M → $47M
  • $2.8M budget, 4.2x ROI
Suggested question
Ask about team leadership at scale before advancing
Screening interview 80 / 100 Proceed
Technical interview 88 / 100 Proceed
  • ✓Technical depth evaluation (not just yes/no)
  • ✓Skills claimed vs skills proven
  • ✓Specific follow-up questions Vera asked and why
  • ✓Gaps identified with evidence
  • ✓Suggested questions for your final interview round
  • ✓Full transcript available

Job Fitment

Vera evaluates domain fit.
Not just resume keywords.

Resume says 'domain expert.'
Vera finds out if that's actually true.

01
Claimed expertise vs proven expertise

Anyone can list SAP, React, supply chain or finance expertise on a resume. Vera asks candidates to prove it — describe a specific implementation, explain a real decision, walk through an actual problem they solved.

Claimed skills vs proven skills. Vera finds the difference.

02
Experience depth that matches the role

Five years of experience can mean five years of growth or five years of doing the same thing.

Vera probes the scope, the ownership, the complexity. Not just what they did — but the scale they did it at and whether that matches what this role actually needs.

03
Fit confirmed before your team spends a minute

A great candidate who needs sponsorship for a role that requires a Green Card is not a great candidate for that role.

Vera confirms work authorization, location, salary expectations, and availability in every screening — before you've spent a minute of your time.

How it works in practice
1
You define the role

Post your job with requirements. Vera learns what good looks like for this specific position.

→
2
Vera prepares

Generates role-specific questions weighted to your criteria. Reads each resume before the call.

→
3
Vera evaluates fit

5 weighted dimensions: technical depth, experience scope, ownership mindset, communication, practical eligibility.

→
4
You get a fit verdict

Not just a score. Evidence of fit or mismatch for THIS specific role.

Rahul Sharma · Senior SAP SD Consultant 🟢 Strong Hire · 85% fit
SAP SD Technical Depth40% weight
Strong
Implementation Experience25% weight
Excellent
Ownership & Leadership15% weight
Strong
Communication10% weight
High
Program Leadership Scope10% weight
⚠️ Review

⚠️ Led 1 of 3 regions on the Wacom implementation — full multi-region program ownership not confirmed. Role requires end-to-end leadership. Probe in hiring manager round.

Every evaluation is weighted to YOUR job requirements — not a generic score.

Before the technical interview —
Vera also screens every applicant

So only candidates who meet your baseline requirements reach the technical round.
Your senior engineers only see candidates who've already passed.

✅ Resume scoring ✅ Eligibility checks (work auth, location, salary) ✅ Communication assessment

Screening is included in every plan. The technical interview is where Vera earns its place.

Domain Intelligence

Vera reads every resume
before the interview

Like a great interviewer who actually did their homework.

INTELLIGENT INTERVIEWING

Vera reads your resume.
Then asks about it.

Domain-specific questions that go deeper based on what each candidate claims they know.

  • Vera reviews each resume before the call — asks about the specific project, the exact company, the precise role
  • Probes the gap between what candidates claim on paper and what they can actually explain out loud
  • Calibrates depth to experience level — senior candidates get harder questions on the same criteria
Included in: Growth Enterprise
A
Candidate A · Led SAP migration at Accenture
VERA READ THIS IN THE RESUME. THEN ASKED:
"Walk me through how you handled the CO-PA integration issues at Accenture — specifically the custom field mapping."
B
Candidate B · Claims SAP SD expertise
VERA NOTICED THE CLAIM. THEN ASKED:
"You listed SAP SD configuration as a skill — describe the most complex pricing procedure you've set up independently."

Every resume is different. Every interview should be too.

Comparison

Vera vs a human first-round interviewer

Honest comparison. You decide what matters.

Human First-Round Interviewer Vera Interview
Prep time: 30–60 min per candidate Zero prep — questions built from your job requirements
Available business hours only 24/7 — candidate's schedule
Inconsistent depth — varies by mood, time, energy Same depth and rigor every interview
Follow-ups: only if they remember Every vague answer gets probed — always
Notes: memory-dependent, written after the fact Full structured evaluation immediately after
Cost: $212–300 per interview in senior time Fraction of that — at any scale
Scales: one at a time Unlimited — simultaneously if needed

From our first customers

Real problems. Real hires.

Every story below is from someone who was hiring the hard way — until they weren't.

6–8 weeks
average hiring cycle
before finding the right person
10–12
expert interviews per hire
pulling domain leads from real work
2 of 5
lost a great candidate
to scheduling delays before final round
Here's what happened after
$2B manufacturing · SAP FICO hire
100+ resumes reviewed manually. SAP Director + FICO Architect pulled from daily work. 12 interviews over 4 months. Best candidate lost to a scheduling delay.

"Vera shortlisted two candidates. I spoke to the first one the next day. He's now on the team."

SAP Director
$2B manufacturing company
~$5,500 saved
Director + Architect time over 4 months
Series A startup · scaling fast
40 candidates reviewed. 8 weeks of scheduling back-and-forth. Still no hire. Founder doing all interviews himself alongside running the company.

"40 candidates. 8 weeks of back-and-forth. I made the same hire in a single day with Vera."

Founder
Series A startup
~$4,800 saved
Founder time across 8 weeks of back-and-forth
25-person health tech · expanding
Founder + key people doing all interviews. Can't afford a wrong hire — product quality and patient outcomes depend on skill. Multiple roles open simultaneously.

"I used to run every first-round interview myself. Now I only show up for the final — and by then I already know who I'm picking."

Founder
Health tech · 25-person team
~$3,000/month saved
Founder + key people pulled from building
10-person startup · no recruiter
No HR. No recruiting team. CEO doing it all. 95% of candidates weren't close. Every failed interview was an hour the team couldn't afford to lose.

"I don't spend time figuring out who might be good anymore. I spend time closing the right candidates."

CEO
Early-stage startup · 10-person team
~$4,500 per hire
20 interviews at CEO hourly rate
SAP consulting firm · client sites
Recruiters couldn't evaluate SAP depth. Fake profiles slipping through. SAP architects dragged into interviews they hated — most ending in no hire.

"Vera flagged a candidate I wouldn't have looked twice at. I got on the call and thought — this is exactly who I need. Offer made the same day."

Head of Talent
SAP consulting practice
~$15,750 saved
SAP Architect time on failed interviews
Recruitment agency · engineering roles
No technical depth to evaluate Node/React candidates. Screening dozens, submitting many — still getting rejected by clients. $26K–$44K fee at risk every placement.

"Vera changed that. Now we only send candidates who can actually clear technical rounds."

Recruitment Consultant
Engineering roles
$26K–$44K protected
Fee at risk on every rejected placement

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The math

Compare the cost of one hire

Senior domain role · $120,000 salary · 10 candidates technically interviewed

Cost Item Recruitment Agency Internal Team Vera
Resume review — $160 $0
Screening calls (40 candidates) — $800 $0
Scheduling coordination — $400 $0
Technical interviews (10 × 2.5hrs × $75–150/hr) — $1,875–$3,750 $0
Agency placement fee (20% salary) $24,000 — —
Vera Hire Pack — — $499
Total cost per hire $24,000 $4,360 $499
$23,501 saved
vs recruitment agency
$3,861 saved
vs internal team time
48x cheaper
than the agency alternative

"Vera costs less than one hour of your technical lead's time. And covers the entire hiring funnel."

FAQ

Questions we hear from hiring leaders and domain experts

What kinds of technical roles can Vera interview for? +
Vera has conducted technical interviews for SAP consultants, software engineers, data engineers, finance analysts, supply chain managers, and more. You define what good looks like for the role — Vera builds the interview from your criteria. Not a generic template.
Isn't this just another AI gimmick? +
Fair question. Vera won't catch every nuance a brilliant human interviewer would. But most first-round screens aren't conducted by brilliant human interviewers. They're conducted by a recruiter on their 8th call of the day, or a hiring manager who prepped for 5 minutes. Vera asks every candidate the same structured questions, reads their resume beforehand, pushes back on vague answers, and produces a structured evaluation every time. More consistent than most humans. Every single time.
How does Vera know what to ask? +
Vera reads every resume before the interview and adapts questions in real time based on what the candidate actually says — just like a strong interviewer would. It learns from your job description, requirements, and context to ask what matters for this specific role.
What do candidates think of being interviewed by an AI? +
Candidates don't experience Vera as a form or a bot — it's a real, back-and-forth voice conversation. They can take it on their own time, without scheduling friction. Most candidates actually prefer it over rushed screening calls with a busy recruiter.
What if Vera rejects a good candidate? +
Vera doesn't make final decisions — it surfaces insights. Every evaluation includes reasoning, strengths, and concerns, so you can review and override any decision. You never lose visibility into a candidate.
How does Vera decide who is a good fit? +
Vera evaluates candidates based on your role requirements and their actual responses in the interview. Every recommendation comes with clear reasoning — what the candidate did well, where they fall short, and what to probe further. Nothing is hidden — you see everything Vera saw and heard.
Is candidate data secure? +
Vera processes conversations in real time and stores only structured evaluation data. No raw audio is retained after the interview. Candidates are always informed they are speaking with an AI before the interview begins — every time, without exception.
When do candidates take these interviews? +
Whenever they want — evenings, weekends, or between meetings. Vera is available 24/7 and removes scheduling delays completely. No back and forth. No waiting for a calendar slot.
Does this work only for technical roles? +
No — Vera works across roles: engineering, SAP consulting, customer service, operations, finance, sales, and more. The interview adapts based on what good looks like for each specific role and company.
Is this replacing our recruiters? +
Vera replaces the part your team dreads most — first-round screening calls with candidates who aren't ready to advance. Human judgment stays where it matters: the final decision, the offer, and the relationship. The best recruiters we've talked to asked us to build this.
How accurate is Vera? +
Vera is designed to surface signal, not make blind decisions. It highlights strengths, concerns, and uncertainties — and always shows you the evidence behind each one. If Vera isn't sure about something, it tells you that too. You decide what to do with the information.
Can recruitment agencies use Vera? +
Yes. Agencies use Vera to screen candidates faster before presenting them to clients — placing better candidates in less time with the same team size. White-label and agency pricing available on request. Contact us at hello@vera.ai to learn more.
How do I try Vera? +
Just call the number on this page. No signup. No setup. No sales call first. Vera will interview you live in minutes — so you can experience exactly what your candidates experience before you decide anything.

Your Real Concerns

What you're probably worried about

Especially if you're a technical founder, SAP practice leader, HR director, or hiring manager who's been burned by a bad hire before.

"It'll just ask generic questions. It doesn't understand SAP SD configuration or supply chain operations."+
Vera reads every resume before the interview and builds questions around what's actually in it — the specific SAP module, the supply chain project, the exact claim that needs probing. It doesn't ask what SAP stands for. It asks about the specific rollout or configuration work the candidate claims to have done. Each interview is different because each candidate is different.

That's not a script. That's what a good domain expert interviewer does.
"What if it rejects a good candidate because they didn't word something right?"+
Vera doesn't grade keywords — it evaluates substance. If a candidate says "I handled the project end to end" but can't explain what that meant in practice, that's a signal. If they explain it clearly in plain language, Vera picks that up too. You still see the full transcript and every score explanation.

You're not outsourcing judgment. You're getting better input for it.
"Candidates will hate talking to a robot. We'll lose good people."+
Most candidates are already waiting a week to hear back from a human recruiter who'll spend 20 minutes asking questions they already answered in their resume. Vera is ready the moment candidates want to interview — and delivers the evaluation within minutes of finishing. Vera is fully prepared, and gives them space to actually explain their work. Candidates consistently say it felt more thorough than their human screens.

The candidate experience isn't the problem. Ghosting is the problem.
"I don't trust an AI to make hiring decisions for me."+
Vera doesn't make hiring decisions. You do. Vera gives you a scored breakdown with transcript evidence, flags what needs a deeper look, and tells you exactly which questions to ask in the hiring manager round. The decision is always yours — just made with 10x more signal.

Think of it as a very thorough pre-read, not a verdict.
"Our domain is too niche. SAP FICO, S/4HANA, or our specific supply chain setup — AI won't get the depth right."+
You define the criteria — the must-haves, the nice-to-haves, the things that have burned you before. Vera interviews against your rubric, not a generic one. We've run this for S/4HANA migrations, SAP SD/MM/FICO configurations, supply chain operations roles, FP&A positions, clinical data managers, and senior engineering roles with very specific stack requirements. The more niche the domain, the more Vera pulls its weight — because vague answers have nowhere to hide.

The more specific your role, the more Vera pulls its weight.
"This is going to replace my recruiters and hurt our team."+
Vera replaces the work your team least wants to do — first-round screens with candidates who weren't going to make it anyway. Your recruiters focus on what actually matters: offer stage, hiring manager relationships, candidate experience for finalists. The best recruiters we've talked to asked us to build this.

It removes the grunt work. The strategic work stays human.
"What happens to candidate data? We can't have compliance issues."+
Vera doesn't store audio recordings. Transcripts are retained only as long as your data policy requires. We don't use candidate data to train models. Everything is scoped to your account. Candidates are always told they're speaking with an AI before the interview begins — every time, without exception. If your legal team wants to review the data agreement before go-live, that's standard. We'll get them on a call.

We built this for enterprise. Compliance isn't an afterthought.

Still unsure?

Try it yourself. It takes 2 minutes.

Domain Expert: (224) 664-7000 · Screening: (224) 646-2028 · No signup needed

Ready to free up your best people
from first-round interviews?

Book a 20-minute demo. We'll run a live Vera domain expert interview on one of your open roles — SAP, engineering, finance, supply chain, or operations. You'll see the evaluation before the call ends.

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