Riveron <> Mokka

Max Krasnykh

CEO & Founder, Mokka

Katrina — great meeting you today. You framed the core tension clearly: you need to double funnel capacity without drowning your interviewers, and the 250-to-12 FP&A ratio is a perfect signal that the signal-to-noise problem needs to be solved before you add more volume. That's the exact wedge Mokka is designed for.

This room has the demo link, Ashby integration details, and pricing context you asked for — feel free to share it with Stacey and Camille ahead of next week's tool review.

Book a deeper demo

max@gomokka.com

What we heard

Your challenges

Funnel capacity is the binding constraint, at both ends

You're getting good top-of-funnel volume, but not enough hires out the bottom. Doubling funnel volume would solve the hire gap and immediately overwhelm interviewers. You need to decouple applicant volume from interviewer load.

FP&A screening ratio is inefficient

Over the last 3 months: 250 recruiter screens for FP&A staff and senior associate roles produced 14 offers and 12 hires. That's a lot of recruiter hours to move twelve people across the line for non-executive roles.

Scale is coming from every direction

Aggressive but intentional growth: high-volume repeatable offshore hiring in India and Canada, niche onshore executive roles, expanded early-careers programs, plus several acquisitions in the last year with more in the pipeline. The hiring engine has to flex across all of these at once.

Picking the right AI toolkit for the next 3 years

Your mandate is to figure out which AI tools the talent function should standardize on — and get Stacey and the broader team aligned. That means seeing the platform in action, not just hearing about it.

How Mokka helps

Mapped to your challenges

AI pre-interviews absorb the top-of-funnel load

Every inbound applicant is auto-invited under Riveron's brand to a short AI-led conversation — text, voice, or video at the candidate's choice. The AI doesn't pretend to be human; it guides candidates to share their real experience against your rubric. Your recruiters only see the top 3-5 per role, fully assessed. The 250-to-12 math gets re-shaped — recruiters spend their time on candidates who've already cleared a structured, grounded screen.

Screening goes beyond resumes

Resumes all look like job descriptions now. Mokka enriches each applicant with third-party data, applies weighted natural-language requirements (you set the weights), and optional knockout questions catch candidates who overstate qualifications. This is what lifts the FP&A signal-to-noise ratio — the AI pre-interview confirms what the enriched resume suggests.

Custom interview segments from a hiring-manager prompt

Your hiring managers tend to give generic direction. Mokka takes a loose prompt (e.g., "probe their ability to work with AI tooling") and turns it into a structured, rubric-based interview segment. Solves the "garbage in, garbage out" problem so the AI interview produces real signal, not generic summaries.

End-to-end sourcing for niche onshore roles

For the hard-to-fill executive and niche roles, Mokka runs outbound sourcing end-to-end via email (not LinkedIn — automated LinkedIn is a compliance and scalability trap). Reply rates consistently above 20%. Candidates who respond and qualify land in the same pipeline as inbound, so your team has one view, not two workflows. Priced 50%+ below a typical agency.

One flex system for offshore repeatable + onshore niche + early careers

Same platform, different modes per role: high-volume inbound screening for India/Canada, outbound sourcing for onshore execs, lighter-touch pre-interviews for internships. Recruiters configure per role; Mokka handles the mode shift. You're not buying three tools to solve three problems.

Integration

Your stack: Ashby + Mokka

Connection is a two-click setup: click Connect ATS, select Ashby, paste your API key. After that the two systems talk:

All job reqs from Ashby appear in Mokka — no re-keying.
Every applicant from your career page is auto-synced to Mokka, pre-screened, and invited to the AI pre-interview under Riveron's brand.
You define which Ashby funnel stages trigger a Mokka invitation — typically the application stage — so candidates already advanced in your process are never re-invited.
Shortlist and reject decisions made in Mokka sync back to Ashby with rationale. Ashby's UI stays untouched — this is an integration, not an overlay.

Your recruiters keep Ashby as their system of record for funnel management. Mokka sits in front of it, handling the top-of-funnel work Ashby isn't built to do.

Pricing

Options for Riveron

Given your hiring volume across offshore repeatable, onshore executive, and early careers, the unlimited screening plan is the right default — no per-job or per-candidate worry. Sourcing is priced separately on the roles you want us to run end-to-end.

Unlimited screening

Flat monthly fee covers every applicant, every role. AI pre-interviews, screening, interview segment generation, Ashby integration. Predictable — scales with your hiring without re-pricing conversations.

Custom pricing for enterprise volume

Sourcing (per role or fixed tier)

Two models: success/placement fee per hire, or an upfront fixed fee covering a defined volume (e.g., 20 or 50 roles per month). Target pricing is at least 50% below typical recruitment agency rates.

We'll propose specifics after the deeper demo

Exact numbers depend on your target role mix and hiring volume — happy to put a concrete proposal together once you've aligned with Stacey on scope.

What happens next

Getting started

Step 1

Align with Stacey

Share this room with Stacey and Camille ahead of your tool-narrowing meeting next week. If Mokka makes the shortlist, we'll schedule a deeper demo with the team and your sourcers.

Schedule deeper demo →

Step 2

Sandbox + trial

We spin up a Riveron sandbox connected to Ashby, load 2-3 live roles (one FP&A, one offshore repeatable, one niche onshore), and your sourcers get hands-on. You evaluate results against your own bar.

No commitment — evaluate on your own bar

Step 3

Rollout

Team-wide onboarding with Katrina, Camille, and the recruiters. Dedicated Slack channel, ongoing tuning. We grow with you as acquisitions and new programs come online.

Onboarding typically takes 1-2 weeks