Every applicant gets an interview.
Noor, an AI interviewer, gives every applicant a fair first interview, by voice or chat, in English or Arabic, and your team decides who moves on.
The problem
First-round screening doesn't keep up
69% of HR professionals in the UAE and KSA say fewer than half of applicants meet the listed criteria
Source: LinkedIn research, UAE and KSA, 2025 29% of HR professionals spend three to five hours a day sifting applications
Source: LinkedIn research, UAE and KSA, 2025 46% of HR professionals say qualified talent is harder to find
Source: LinkedIn research, UAE and KSA, 2025 48% of professionals find it harder to get a reply from a recruiter
Source: LinkedIn research, UAE and KSA, 2025
“A role that used to get 200 applications now gets 2,000.”
Demo video
See Noor in two minutes
From writing the job to the shortlist. Pick a chapter to jump to it.
Read the transcript
- 0:00
Most applicants don’t meet the criteria, and recruiters spend hours a day sifting through them. Meet Talk to Noor.
- 0:09
Hi, I’m Noor, an AI interviewer. I interview every applicant, by voice or by chat, in English or in Arabic. You choose the language for each job.
- 0:19
مرحباً، أنا نور. أُجري المقابلات بالعربية أيضاً، بنفس الأسئلة ونفس التقييم. (Hello, I'm Noor. I interview in Arabic too, with the same questions and the same scoring.)
- 0:26
Every applicant gets a fair first interview, and your team decides who moves on.
- 0:32
It starts with the job. Your recruiter types a few lines, and AI drafts the description, the must-haves, a scoring rubric, and knock-out questions.
- 0:42
Your hiring manager adds the topics I need to cover, and what a strong answer looks like.
- 0:48
Candidates apply on your branded careers site, or you upload the CVs you already have. Every CV is read and given a match score, with reasons.
- 0:59
You choose who I interview: everyone, everyone above a match score, or only the people you pick. You even choose my voice.
- 1:08
Candidates sign in with a code sent to their email. I tell them up front that I’m an AI, and the interview takes about fifteen minutes, on their phone or laptop.
- 1:18
Then I score every topic, with the candidate’s own words as evidence. I judge what they say, never their face or their tone.
- 1:28
Your team shortlists on one board per job. Hiring managers rate, comment, and decide.
- 1:34
Dashboards and reports show what’s waiting and how hiring is going. And the talent pool brings past applicants back for new roles.
- 1:44
Your team makes every decision. Candidates never see scores or notes, and every company’s data stays its own.
- 1:51
Talk to Noor. Book a demo at talktonoor.com.
How it works
From job post to shortlist in four steps
- 1
Set up the job
Your recruiter types a few lines, and AI drafts the description, the must-haves, a scoring rubric and knock-out questions. Your hiring manager adds the topics Noor needs to cover.
- 2
Collect applications
Candidates apply on your branded careers site, or you upload the CVs you already have. Every CV is read and given a match score, with reasons.
- 3
Noor interviews
You choose who Noor interviews: everyone, everyone above a match score, or only the people you pick. Candidates sign in with a code sent to their email and talk to Noor by voice or chat, on their phone or laptop.
- 4
Your team decides
Noor scores every topic, with the candidate's own words as evidence. Your team shortlists on one board per job; hiring managers rate, comment and decide.
Interview language
In English or Arabic
You choose the language for each job. Same questions, same rubric, same scoring.
The same question in each
Tell me about a time you stopped work for a safety risk. What did you change afterwards?
حدّثني عن موقف أوقفت فيه العمل بسبب خطر على السلامة. ما الذي غيّرته بعد ذلك؟
The recruiter sets English or Arabic for each job, and the questions, topics, rubric and scoring are the same in either. Candidates choose voice or chat.
Sample interview
See how Noor follows up
A scripted sample, not a live interview. Press Next to see the candidate's answer and Noor's follow-up, then pick another topic to see how the questions change.
- Noor: Tell me about a time you spotted a safety risk on a warehouse floor. What was it?
What your team gets
A scorecard for every interview
Each finished interview lands on the candidate's card in your pipeline, ready to review.
- A score from 1 to 5 for each of your topics, with the reason for it.
- The candidate's own words as evidence for every score.
- An overall score, weighted the way your hiring manager set the topics.
- A short summary, the full transcript and, for spoken interviews, the recording.
Gave concrete, first-hand examples on safety and stock accuracy, and checked that the fixes held. On team leadership they acted quickly but said less about how the team was kept on board.
- Safety on the warehouse floor5 of 5
Named the hazard, the change made and how it was checked over time.
“We logged near misses at the end of every shift.”
- Inventory accuracy4 of 5
Fixed the cause of mismatches rather than the count, with one clear example.
“We added a scan at the returns desk”
- Leading shift teams3 of 5
Reassigned people quickly; said little about how the team took the change.
“I moved two people from receiving to packing”
No integrity flagsSigns such as a long silence or a second voice would be listed here.
Why the Gulf, why now
Built for hiring in the Gulf
Emiratisation
From 1 July 2026, UAE firms that miss Emiratisation targets pay AED 10,000 a month per unfilled position, up to AED 120,000 a year.
Source: Khaleej Times, 2026 What Noor does: Noor interviews every applicant, so no one is lost to a keyword filter.
Fraud
57% of Saudi HR leaders have found identity fraud in hiring.
Source: HireRight survey What Noor does: Noor writes follow-up questions from each answer, so claims on the CV get tested.
Human review
The UAE data protection law (PDPL, Article 18) gives people a right to human review of decisions made only by automated processing.
Source: UAE PDPL, Article 18 What Noor does: Noor scores and explains with evidence; your team makes every decision.
Candidates
In a field study, 78% of applicants chose an AI voice interviewer when it was optional, quick and followed by a person.
Source: Field experiment with Henkel (outside the Gulf) What Noor does: Noor says it is an AI, takes about 15 minutes, and hands over to your team.
Trust
No black box
You decide what Noor asks about and who moves forward. Candidates know what they are talking to.
Noor says it is an AI
Noor introduces itself as an AI interviewer and never claims to be a person. The email inviting the candidate says so too, before they begin.
Your team decides
Your team makes every hiring decision. Noor scores and explains, with the candidate's own words as evidence. Cards move automatically only when an interview finishes, a knock-out answer fails, or the job's invite rule invites someone.
What they say, not how they look
Noor judges what candidates say, never their face or tone. Scores come from the interview transcript alone, and the interview never turns on the camera.
Scores stay with your team
Candidates never see scores, notes, summaries or other candidates. They see your company's name and logo, and the status labels you choose to share.
Your data stays apart
Each company's data is kept apart from every other company's. Candidates can download their data or delete their account, and you choose how long finished applications are kept.
Questions
Questions teams ask
Do candidates know they are talking to an AI?
Yes. Noor introduces itself as an AI interviewer at the start of every interview, and the email inviting the candidate says so before they begin.
Is Noor English-first?
No. You choose English or Arabic for each job, and Noor holds the whole interview in that language. Same questions, same rubric, same scoring. Candidates choose voice or chat.
Does Noor judge accent, face or tone?
No. Noor judges what candidates say, never their face or tone. Scores come from the interview transcript alone, scoring is told to ignore accent, fluency, grammar and spelling, and the interview never turns on the camera.
What do candidates need?
A web browser. They can answer out loud with a microphone, or type their answers in a chat. There is nothing to install and no phone call.
How long is an interview?
About 15 minutes unless you set another limit for the job. The interview ends once every topic has been covered, or when the time is up.
Can we ask our own questions?
Your hiring manager chooses topics rather than a fixed list of questions. Noor writes each question live and follows up on what the candidate has just said, as the sample interview above shows.
Who decides who moves forward?
Your team does. Noor asks the questions and scores the answers against your topics; recruiters and hiring managers review, comment and decide.
Where is our data kept?
Your database is hosted in Mumbai, India, and each company's data is kept apart from every other company's. The AI and voice services that run Noor process the interview to hold and score it. You set how long finished applications are kept before they are anonymised. This site uses Vercel's cookie-free analytics to count visits and measure page speed.
Does it post our jobs to job boards?
Not yet. Candidates apply on your careers page, and recruiters can upload CVs they already hold straight into a job.
See Noor interview for your roles
Tell us what you hire for, and we will show you how Noor would run the first round.