HIRE Ai runs pilot recruitment from first application to the training roster: test applicants online, screen their spoken English, brief the interview panel on each candidate's gaps, and track onboarding and training milestones. Computer-vision proctoring covers each assessment module, and in the Voice English test an AI voice reads the prompts and speech assessment scores the answers. A rules-based candidate report flags below-target scores, missing documents and expired medicals, and recruiters make every hiring decision.
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HIRE Ai is FlightAtom's pilot recruitment and assessment software for airlines and aircraft operators. Applicants build a pilot-specific profile and complete proctored online assessments: aviation English, cognitive and technical knowledge tests, interactive aptitude tests, a work-style questionnaire, and a Voice English test in which an AI voice reads the prompts and speech assessment scores the answers to a level from 1 to 6 modelled on the ICAO rating scale. Recruiters move each pilot through a seven-stage hiring flow from application to onboarding and training, and every hiring decision stays with them.
Computer vision watches every proctored module, knowledge assessments are checked against their pass marks, speech assessment sets the Voice English level, and rules flag gaps in the candidate report. Every hiring decision stays with the recruiter.
Explore the current product interface with demonstration data. Open any screenshot for a closer look.
The Emergency Procedures module of the Technical Knowledge assessment in the candidate portal. Each question has its own 60-second countdown, shown as a pill and a bar, alongside the 20-minute module clock. Synthetic demonstration data.
In the Evaluation Builder, administrators add modules and questions to an assessment. Here a demonstration Aircraft Performance module has been added to Technical Knowledge with two timed questions, and its settings show randomized order, a time limit, the number of questions to show and the audiences it is enabled for. Synthetic demonstration data.
The SKILLS II Multi-Tasking test in the candidate portal: the pilot clicks targets on the board while answering arithmetic, with a timer and live counts. Proctoring runs in the background and is not shown on the test screen. Synthetic demonstration data.
A flagged SKILLS II session opened for review shows its weighted risk score, violation timeline and webcam snapshots taken every 30 seconds, with Clear, Flag and Invalidate actions. Illustrated placeholder frames stand in for the webcam photos. Synthetic demonstration data.
The printable candidate report's Voice English section shows the level badge and scores for pronunciation, accuracy, fluency, prosody and completeness. The read-aloud passages and the first spoken answer are listed with transcripts and pronunciation scores. Synthetic demonstration data.
The printable candidate report opens with a decision brief. Rules flag a technical score below its target, a missing required document and an expired medical, and suggest Hold for the recruiter to decide. Synthetic demonstration data.
The Interview step of the hiring flow lists each pilot's booking or interview outcome, with Reject, Hold and Move to Onboarding actions. The sidebar counts pilots at every step. Synthetic demonstration data.
One candidate record carries the pilot's profile, every assessment result with its proctoring evidence, interviews, onboarding and training milestones.
Every assessment module runs under proctoring, and a module cannot be submitted without a completed proctoring session. Violations are weighted into a 0-100 risk score that marks each session cleared, pending or flagged, and flagged sessions alert administrators. A reviewer can clear, flag or invalidate a session, which voids that module's score, and when a retake is justified an administrator can reset or reopen a single module.
Assign aviation English (communication, terminology and reading comprehension), cognitive tests (numerical reasoning, spatial awareness, decision making and attention) and technical knowledge timed question by question (aircraft systems, meteorology, emergency procedures, and weight and balance), with question order shuffled for each session as standard. Pilot candidates, cadets, and upgrade and type-rating pilots each see the modules set for their group, and an individual pilot can be given a specific set of modules instead. Administrators can also add their own modules and questions.
A one-click printable report brings qualifications, flight hours, assessment results, interviews and documents together. Rules-based checks flag below-target scores, Voice English below Level 4, work-style follow-up points, missing documents and expired medicals, and suggest Strong Yes, Review or Hold with a next step. Recruiters publish interview slots that invited pilots book, cancel or reschedule on their own.
Candidates, Evaluations, Interview, Onboarding, Offer Sent, Offer Accepted and Training, with a CSV export for every stage and status changes for up to 500 candidates at once. On Hold pauses a pilot silently and resumes them where they left off. Not Selected cancels upcoming interviews, records a reapply date one year out and lets the recruiter send a decline letter, and a declined pilot can be reopened at the stage they left.
Pilots complete an onboarding portal covering identity, work authorisation, travel documents, relocation and training preparation, and HR can send it back with requested changes. HR's checklist runs from licence, medical and LPC verification through background and reference checks to the signed contract, and onboarding cannot be completed until every item is finished, the required documents are uploaded and a joining date is set. Hired pilots then move onto a roster where recruiters record milestone dates from contract through simulator training, safety and CRM courses to final validation, with each pilot's next milestone shown.
Six timed, game-style tests measure hand-eye coordination tracking, multitasking, short-term memory, mental calculation, pattern reasoning and verbal reasoning. They work with a mouse or a touch screen and run inside the same proctored workflow as every other module.
Applicants record licences and restrictions, type ratings, medicals, a flight-hours breakdown (PIC, SIC, multi-engine, turbine, jet, night, instrument and recent experience), employment, references and documents. Their portal shows progress and the next step, and lets them book interviews and message the recruiting team. The careers site and portal carry the operator's own name, logo and colours, with a public FAQ the team edits.
A work-style questionnaire gives recruiters CRM-relevant strengths and follow-up points, such as speaking up, cooperation, caution and procedural discipline, to explore at interview. It has no pass mark, and its follow-up points carry into the candidate report.
Candidate messages arrive in a shared inbox with acknowledgement, recruiters keep internal notes the candidate never sees, and each administrator chooses which events trigger an alert. Email templates can be edited and previewed, with a delivery log. Analytics chart the status mix, pass rates against each assessment's pass mark, flight-hours distribution and application trends, and a leaderboard ranks pilots in each applicant group by the average of their English, cognitive and technical scores.
HIRE Ai applies speech and vision AI where consistency matters most: the spoken English test and the integrity of every online module. Scores and flags go into the candidate record for the recruiter.
In Voice English, a synthetic AI voice speaks every prompt. It asks the candidate to read two aviation passages aloud, a turbulence and wind-shear advisory and an engine failure after V1, then puts three open questions on flying experience, a weather decision and an abnormal situation handled with ATC. Every candidate gets the same scripted prompts, in the same order, from the same voice.
Azure speech assessment scores each answer for pronunciation, accuracy, fluency, prosody and completeness, and compares each read passage with its script to catch omitted and mispronounced words. The weighted pronunciation result maps to a level from 1 to 6 modelled on the ICAO rating scale, with Level 4 as the pass line. Recruiters see the level, each answer's transcript and sub-scores, and can play the answer back.
In-browser face and object detection flags a missing face, extra faces and a phone on camera, alongside fullscreen, tab-switch, copy and paste and developer-tools monitoring, with a snapshot every 30 seconds. Voice English is proctored the same way, so invalidating a session voids a voice result too.
Agree a representative sample and a baseline from your current process. These are proposed evaluation measures, not published performance results.
Permissioned applications and assessments with an agreed reviewer rubric.
Compare assessment output and recruiter decisions with qualified human review.
Review time; scoring agreement; errors by relevant applicant group.
HIRE Ai includes aviation English (communication, terminology and reading comprehension), cognitive tests (numerical reasoning, spatial awareness, decision making and attention), timed technical knowledge (aircraft systems, meteorology, emergency procedures, and weight and balance), SKILLS II game-style aptitude tests, a work-style questionnaire with CRM indicators, and a spoken Voice English test. Administrators can add their own modules and questions.
Proctoring is on for every module, with in-browser face and phone detection, fullscreen and tab-switch monitoring, copy and paste blocking and developer-tools detection, with a snapshot every 30 seconds. Violations add up to a 0-100 risk score, flagged sessions alert administrators, and a reviewer can clear, flag or invalidate the session. Invalidating it voids that module's score, and a proctored module cannot be submitted without proctoring evidence.
An AI voice reads the same five prompts to every candidate: two aviation passages to read aloud and three open questions. Azure speech assessment scores each answer for pronunciation, accuracy, fluency, prosody and completeness, and the weighted pronunciation result maps to a level from 1 to 6 modelled on the ICAO rating scale, with Level 4 as the pass line. Candidates see a completion status, and recruiters see the level, sub-scores, transcripts and recorded answers.
No. HIRE Ai records recruitment assessment evidence, and its Voice English level is a screening result modelled on the ICAO rating scale. An official language proficiency rating requires the applicable authorised assessment process.
The recruiter. Scores, proctoring flags and the candidate report's rules-based Strong Yes, Review or Hold suggestion inform the decision, and moving a pilot to the next stage, placing them on hold or declining them is always a recruiter action.
HIRE Ai has separate audiences for pilot candidates, cadets, and upgrade and type-rating pilots, plus a custom audience. Administrators choose which assessment modules and profile fields each audience sees, set each module's time limit and the number of questions shown, and can assign specific modules to an individual pilot.
Applicants can export their data or request deletion from a My Data page. Candidate and administrator actions, including settings changes and views of internal candidate notes, are written to an audit log. Documents of declined candidates are purged 30 days after the decision, and proctoring snapshots are deleted 90 days after capture once a reviewer has cleared the session, and are otherwise kept as evidence.
No. HIRE Ai is a standalone recruitment and assessment application with its own candidate records, assessments and hiring flow.
As your fleet, routes, rules or teams change, we adapt HIRE Ai to match, and you approve each change before it goes live.
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