Interview with Mayur Macwan, founder of RoundOne.
What is RoundOne and why did you start it?
RoundOne is a real-time AI-powered candidate screening tool that conducts structured voice conversations with candidates and automatically scores their skills and fit.
While hiring in my previous companies, I noticed a consistent pattern: many CVs looked flawless on paper—often because they were AI-generated—but five minutes into the screening call it became clear they didn’t match the reality. At the same time, genuinely strong candidates who didn’t use the “right” keywords or hadn’t polished their CV with AI were often overlooked.
I wanted to solve both problems: stop wasting recruiters’ time on candidates who weren’t the right fit, and ensure great candidates didn’t slip through the cracks. That’s why I created RoundOne—an automated top-of-funnel screening tool that replaces the first round of calls with a consistent, fair, and efficient conversation.
What do you think RoundOne does differently from your competitors?
RoundOne is intentionally built only for top-of-funnel screening. We’re not trying to replace interviews, technical assessments, or deep evaluations. Our entire focus is helping recruiters shrink a pool of 500–1,000 applicants down to a manageable shortlist they can actually work with.
Unlike most tools that rely purely on keyword matching or rigid skills assessments, RoundOne listens for potential. During the real-time conversation, we pick up signals — communication clarity, problem-solving approach, domain familiarity, learning agility — that indicate whether a candidate may be worth progressing even if their CV isn’t polished or keyword-optimized.
This means recruiters don't lose great talent, and they don’t waste time on candidates who only look good on paper.
For RecOps folks, what are some key questions they should ask when evaluating candidate experience/scheduling tools?
Does the tool reduce real recruiter workload, or just add another workflow layer?
How fast can candidates move through the screening process?
Is the experience personalised or generic?
Does the tool integrate cleanly with my ATS?
Can it reliably identify the top candidates without human intervention?
What’s the dropout rate and candidate feedback?
How quickly can recruiters act on the results?
Imagine you are on the RecOps side of the fence. What arguments would you make for why you need a tool like RoundOne?
Recruiters are overwhelmed with applicants — RoundOne cuts down upfront manual calling.
Consistency matters: RoundOne ensures every candidate gets the same baseline screening.
It enables teams to scale without increasing headcount.
It improves speed-to-hire by surfacing the best candidates immediately.
It enhances candidate experience with instant availability and no waiting for recruiter schedules.
It gives RecOps better visibility into quality and funnel drop-off.
It reduces bias by standardising early-stage conversations.
How can RecOps folks help drive meaningful changes in the candidate experience process?
RecOps can drive meaningful change by standardising the messy parts of the funnel and removing friction for both recruiters and candidates. This means creating processes that are consistent, data-informed, and easy to follow. RecOps teams are uniquely positioned to spot where candidates drop off, where recruiters lose time, and where tools don’t talk to each other. By redesigning workflows, introducing automation where it makes sense, and championing the candidate’s perspective internally, they can dramatically improve the speed, fairness, and overall experience of the process.
What do you wish people knew about AI-powered candidate screening (top-of-funnel) that isn’t obvious?
Most people assume top-of-funnel AI tools only filter candidates based on keywords or rigid criteria. What’s not obvious is that the best screening tools actually help expand opportunity, not shrink it. They surface great candidates who might not have perfect CVs, who don’t optimise for keywords, or who aren’t comfortable selling themselves on paper — but show real potential during a conversation.
Another overlooked point is that AI screening isn’t about replacing interviews. It’s about giving recruiters back their time by removing repetitive early-stage calls and letting them focus on the meaningful, human parts of hiring. It also introduces consistency: every candidate gets the same structured experience, every conversation is evaluated with the same criteria, and bias is reduced simply because the process becomes more standardised.
In short, the real value isn’t automation — it’s fairness, speed, and uncovering potential that would otherwise be missed.
Why do you think there is such complexity in the AI-powered candidate screening?
AI-powered candidate screening is complex because it has to interpret not just data, but behaviour, nuance, and human context. Unlike keyword filters, the AI must assess the quality of responses, pick up on potential, and apply this consistently across thousands of candidates.
Complexity also comes from the differences in roles, industries, and what each company considers “fit.” The signals that matter vary widely, so the system must adapt without introducing bias.
Finally, these tools sit inside fragmented hiring stacks — multiple ATS systems, inconsistent workflows, and uneven process maturity — making the challenge as much operational as it is technical.
Who is your ideal customer?
Recruitment agencies and in-house recruiting teams that handle large candidate volumes and rely heavily on phone screenings — especially in tech, sales, support, customer service, and high-velocity operational roles.
What is your average customer size and industry? Are your customers more SMB, Mid-Market, or Enterprise focused?
Our early adopters are mostly SMB and mid-market recruitment agencies (10–200 employees) and fast-growing in-house TA teams. We are now expanding to larger enterprises who want consistent, scalable screening across high-volume roles.
Can you integrate with any existing tools (e.g. an ATS)?
Yes. RoundOne integrates via API and webhooks into most ATS platforms. We also offer custom integrations for agencies that use internal CRMs. Exporting candidate summaries into existing ATS records is straightforward and automated.
Who are some voices that you follow in the space?
TL; DR
What do you solve?
RoundOne AI solves for the beginning of the funnel bottlenecks by using AI to interview candidates fairly and consistently.
How do you do it?
By enabling practitioners with both AI and human ingenuity.