From CV by CV to Scored on Arrival: How mAIc Hires Technical Talent with Nodi

The fact that every candidate comes with a score makes filtering so much easier. Before, I had to go CV by CV. Now I can just look at the summary or, if I want to go deeper, review the full CV and profile.

mAIc is an AI startup based in El Salvador, building technology that helps companies understand, optimize, and automate complex operations. As the company grows, so does its need for highly technical talent across engineering, AI, and product. Gabriela Martinez handles recruiting there, on a small team, and shares how Nodi changed that work.

The Problem: Recruiting One CV at a Time

Before Nodi, recruiting at mAIc was a highly manual process. The team relied on LinkedIn and Excel to source and manage candidates, and when it came time to figure out who was actually worth interviewing, Gabriela had to go through them CV by CV. As hiring picked up, that approach became too slow for a lean team.

The Shift: Knowing Who Deserves a Closer Look

One of the biggest changes for mAIc was having candidates evaluated as they entered the process. Every candidate arrives with an overall score, so Gabriela can quickly see who looks like a strong fit. She can also see how each one scores against the key requirements of the role, along with an explanation of why they do or don't fit each one.

Instead of opening every CV and starting from zero, she can quickly filter the applicant pool, understand the reasoning behind each score, and decide where to spend her time. From there, she can either get what she needs from the candidate summary or go deeper into the full CV and profile.

The Impact: Less Time Screening, Faster Hiring

The biggest difference for mAIc has been simple: the team spends far less time on manual recruiting work. Candidate scoring and summaries have made screening significantly more efficient, helping reduce time-to-hire while letting Gabriela manage the process more productively.

That same efficiency is now starting to reach further into the interview process. For more technical roles, creating assessments and reviewing them can take valuable time away from the engineers and product team doing the interviewing. mAIc has started using Nodi's technical and product assessments and sees them becoming a bigger part of its hiring process, automating more of that work so those teams can spend more time building.

Why This Matters for Lean Teams

For a small team like mAIc, Nodi isn't about adding another recruiting tool. It's about being able to hire more efficiently without adding more operational work as the company grows.