A Quick Look at Maki:
Maki provides autonomous AI HR agents that conduct the entire hiring journey—from screening and scheduling to AI-led interviews via phone, SMS, web, or video. Founded in 2022 and backed by $28.6M Series A (January 2025), Maki targets Fortune 500 enterprises (H&M, BNP Paribas, PwC, Deloitte, FIFA, Capgemini) with claims of 80% automation, 3x faster time-to-hire, and evaluation of 300+ skills using proprietary fine-tuned LLMs grounded in psychometric science.
The Mokka Difference:
- Evidence-Based Pre-Screening vs. Fully Autonomous AI Interviews: Maki's AI agents conduct interviews autonomously via phone and video. Mokka provides structured pre-screening that generates verifiable evidence for human review—maintaining human judgment in hiring decisions while automating data collection.
- Candidate Choice vs. AI-Directed Interviews: Maki's AI agents control the interview format and flow. Mokka gives candidates choice of text, voice, or video with no time pressure, supporting broader accessibility, inclusiveness and comfort levels—leading to higher completion rates and better candidate experience.
- Transparent Process vs. Proprietary Black Box: Maki uses proprietary fine-tuned LLMs with undisclosed training data and decision logic. Mokka provides transparent, auditable scoring with clear evidence trails that hiring managers can review and defend.
- Predictable Seat-Based Pricing vs. Enterprise Contracts: Maki targets Fortune 500 companies with enterprise-level contracts and custom pricing. Mokka offers predictable seat-based or consumption-based pricing that scales with your team, not your hiring volume—accessible for both enterprise and mid-market companies.
- Full Automation vs. Human-in-the-Loop: Maki emphasizes 80% automation of screening and interviewing. Mokka balances automation with human oversight—recruiters review AI-generated insights and make final decisions, maintaining accountability and compliance.
- Integrity Verification Layer: Mokka's Profile and Answer Integrity checks actively flag inconsistencies between resumes, LinkedIn profiles, and interview responses. This trust layer is critical when AI-generated applications are increasingly common.
Key Questions to Consider:
- How comfortable are your candidates with an AI agent conducting their entire interview via phone, without human interaction until later stages?
- When an autonomous AI agent rejects a candidate, can you explain the decision with concrete evidence to support legal compliance and candidate feedback requests?
- What happens if a candidate has accessibility needs, language barriers, or technical issues during an AI-led phone interview? What fallback options exist?
- For mid-market companies with 50-200 employees, is an enterprise-focused platform with Fortune 500 pricing accessible and practical?
- How do you maintain your employer brand and candidate experience when an AI agent—not your team—represents your company throughout the screening process?