OVI is an AI-native applicant tracking system (ATS) at ovi-me.com. You chat with AI agents Sora and Milo to source candidates, screen CVs, and run AI voice interviews in one workflow.

How do I sign in to OVI?

Sign in to OVI at https://ovi-me.com/auth with your work email or Google account. New teams can start a free trial from the homepage.

OVI AI refers to OVI's hiring agents — Milo for CV screening and Sora for sourcing — built into the AI-native ATS so recruiting teams chat to hire instead of clicking through traditional ATS screens.

OVI is the AI-native ATS where you chat to hire. Two AI agents — Sora for sourcing and Milo for screening — find candidates, score every CV, and run AI interviews, all controlled from a single chat.

What does "chat to hire" mean?

Chat to hire is OVI's AI-native hiring workflow: instead of clicking through a traditional ATS, you describe what you need in chat and OVI's AI agents source candidates, screen applicants, run AI interviews, and send outreach for you.

What is an AI-native ATS?

An AI-native ATS is an applicant tracking system built around AI agents rather than forms and pipelines. OVI's AI chat ATS lets recruiters source, screen, interview, and follow up through conversation — the agents do the work and surface only the candidates worth meeting.

Who are Sora and Milo?

Sora is OVI's AI sourcing agent — she scans LinkedIn, the open web, and your ATS history to find best-fit candidates and reach out in your name. Milo is OVI's AI screening agent — he scores every applicant against your rubric and surfaces a ranked shortlist.

How do OVI's AI interviews work?

OVI runs async AI interviews for every shortlisted candidate and returns scores, transcripts, and recordings — so your team only meets the people worth meeting.

How Companies Are Rebuilding Recruiting Operations Around AI: 9 Real Examples and the Operational Playbook

By Chris Weinmann, Founder, OVI

Published 2026-09-09

Intershop now interviews 300 times more candidates than it did before deploying AI screening — and its recruiters spend under 10 minutes a day on what used to take three hours. That single data point captures what's happening across an accelerating wave of companies that aren't just adding AI tools to existing workflows. They're dismantling their recruiting operations and rebuilding them around AI from end to end.

The scale is real: 51% of organizations now use AI specifically for recruiting, up from 26% in 2024, and enterprises with full-funnel automation report 33–50% reductions in time-to-hire. Yet 88% of HR leaders say their organizations haven't realized significant business value from these investments, according to Gartner. That gap — between tool adoption and operational transformation — is what separates the companies below from the rest.