What AI screening actually changes in New Zealand hiring
What the tool genuinely speeds up, what stays manual, and what the Privacy Act expects from you when a machine ranks people.
Contact
Contact Cognitiveaxiscorp about screening the next role you need to fill
Cognitiveaxiscorp answers every enquiry within one working day, whether you are ready to buy or just trying to work out if screening fits how your team hires. Send us the job description and the applicant numbers and we will come back with a fixed price, a start date and an honest view of what we would change.
1 day
Typical reply time
30 min
Free intro call
Mon-Fri
8.30am to 5.30pm NZT
Auckland
Fanshawe Street office
Reach us
Three ways to get hold of the team
Phone is fastest if you want to talk through a role before sending anything. Email works well if you are attaching a job description. The form suits both, and it lands in the same inbox either way.
- +64 9 582 7143
- cognitiveaxiscorp@gmail.com
- 109 Fanshawe Street, Auckland 1010, New Zealand
Office hours
Monday to Friday, 8.30am to 5.30pm. We are closed on public holidays. If you leave a message outside those hours, someone will pick it up the next working morning.
Before you write
Have a look at what we charge and what each service covers. It saves a round trip and it means the first call is about your role rather than the basics. Our pricing page lists everything, and the about page explains how the team works.
Send us a message
Find us
Our office sits on Fanshawe Street in central Auckland
We are a short walk from the Wynyard Quarter and about five minutes from the Britomart transport hub. If you are driving, there is paid parking in the building next door and on-street parking along Halsey Street.
- Buses stopping on Fanshawe Street run every few minutes
- Britomart train station is a five-minute walk
- Visitor parking available by arrangement
What happens next
Three steps from your message to a first shortlist
We keep the front end light so you are not sitting through a sales process before you get anything useful. Here is the sequence.
Step 1
We reply within a day
You get a written response with a fixed price for the role and a couple of questions we need answered before we can run the screen.
Step 2
Thirty-minute intake call
We pull out the four or five things that actually separate a good hire from an average one for this seat, then agree the scoring rubric with you.
Step 3
Shortlist in 48 hours
Applicants go through the screen, results land in one report, and we walk your panel through the reasoning before you decide who to interview.
Who you will speak to
Hine runs most intake calls, and she does not do hard sells
Hine Ngata handles client partnerships. She has been on the recruiting side of the desk herself and she is the person who will tell you if screening is the wrong spend for the role you are filling. That happens more often than you would expect.
If the enquiry turns technical, Marcus or Aditi will join the call. Between the three of them you get hiring experience, assessment psychology and a working understanding of what the model is actually doing.
Hine Ngata
Client partnerships
Aditi Raman
Head of assessment
Marcus Delaney
Founder and product lead
Tomas Broadbent
Lead engineer
Questions
Things people ask before they get in touch
No. Plenty of people call while they are still working out the job description, or while a hire is going badly and they want a second opinion before they run the process again. That conversation costs nothing.
Yes. Send a real applicant pool of twenty or thirty CVs and we will run them through the scoring engine for free so you can see how the ranking looks against your own judgement.
We work with clients right across New Zealand, from Whangarei down to Invercargill. Everything runs remotely and the intake call happens over video. If you want to meet in person, we are happy to travel.
Applicant data is hosted in New Zealand, retained for a fixed period and deleted on request. Every automated decision has a human reviewer. The privacy policy covers the detail.
Not for the first role. You buy one package, you see whether it works for how your team hires, and you decide from there. Retainers are optional and only make sense once you are running several roles a quarter.
That is fine. Tell us the role and the expected applicant numbers in the form and we will send a fixed price back within one working day. No follow-up sequences, no calls unless you ask for one.
Before you call
Two articles that answer the questions we hear most
Are psychometric tests worth the money?
The cost per candidate measured against the cost of one bad hire, using our own client pool rather than a vendor's brochure.
Our services
The two things you can buy from us
AI Pre-Hire Screening
Scores every applicant against your competency model, ranks the pool and writes the reasoning behind each position. Built for volume roles where the CV pile is the bottleneck.
Read morePsychometric Fit Assessment
Validated tests for reasoning, conscientiousness, emotional stability and team fit, benchmarked against your own staff and explained in a written debrief.
Read more