AINA pricing, free plan and limits

Last updated: 2026-10-12

AINA is an AI hiring platform whose maker says it has run more than 12,000 interviews and scored more than 45,000 candidates. It turns a five-minute voice brief into a vacancy, sources and scores candidates, runs asynchronous AI interviews and tracks them in a built-in ATS, with a separate career coach for job seekers.

About AINA

AINA is an AI hiring platform that covers a vacancy from first brief to offer: you describe the role, it drafts the vacancy and screening criteria, sources and scores candidates, interviews them asynchronously and tracks everyone in a built-in applicant tracking system. Tech.eu reported in January 2026 that the Cyprus-based company had raised a $1 million seed round from a private angel investor, with Natallia Mikhnovets named as founder and CEO. The terms of use, data processing agreement and privacy policy name a different operator, TECH DUCK L.L.C.-FZ, registered in Dubai, so the corporate structure behind the brand is worth confirming before you sign.

The workflow starts with a voice brief of about five minutes. AINA asks follow-up questions, then produces a candidate profile, a vacancy, screening questions and assessment criteria, publishes a public job page and starts sourcing. Each candidate, whether sourced or applying, gets what the vendor calls a Talent Mirror score with the reasons behind it. First screening is an asynchronous AI interview that runs at any hour, and live video calls happen inside the product with the recording, transcript and summary saved to the candidate card. The vendor says the recruiter always makes the call and that publishing a vacancy, changing a requirement or moving a candidate are logged human decisions.

It fits founders and small hiring teams that lack an in-house recruiter and would rather run the whole process from a single login. The vendor's own blog says it is not built for single-role executive search, government tenders that require on-premise deployment, or companies that hire less than once a quarter. Juicebox goes deeper on pure sourcing, while Spott is aimed at recruiters who sell placements. The wider field is listed in the AI recruiting directory.

Candidate data is handled by third parties that matter for procurement. The privacy policy and data processing agreement list hosting on Amazon Web Services in the EU (Amazon Web Services), AI analysis by OpenAI and Google Gemini (Google), and a separate hosting provider in Russia for Russian citizens' data. A published data processing agreement and an AI Act readiness statement are what place it in the GDPR and EU AI Act compliance lists here. AINA also offers a candidate-side career coach with CV review, interview practice and dated task plans; for the CV side alone, HokAI has a guide to resume-building tools.

Pricing

io (its FAQ and its Why AINA page) on 12 Oct 2026. The site has no pricing page. Those two pages state one subscription at $49 a month covering brief and sourcing, AI interviews and scoring, the ATS, video calls, analytics and offers, with no per-seat charge.

They also say you can start free but do not say what the free start includes or when it ends. The terms say subscriptions renew automatically until cancelled in account settings, with a 14-day withdrawal right for EU users, and refunds otherwise only when the service was unavailable through the vendor's fault. The vendor's own comparison prices six separate tools at $292 a month, which is marketing arithmetic and not a quote.

HokAI records Juicebox pricing separately for a sourcing-only comparison.

Key Features

• Voice brief: Turns a short spoken description of the hire into a candidate profile, vacancy, screening questions and assessment criteria, after asking follow-up questions about level, deal-breakers and motivation.
• Sourcing and Talent Mirror score: Sources candidates against the brief and ranks sourced and applying candidates together, each with a Talent Mirror score and the reasons it fits or does not.
• Async AI interview: Runs a first-round interview at any hour against criteria you set, and shows the reasoning behind each score instead of a bare number.
• Live calls in the product: Hosts video interviews inside the platform and files the recording, transcript, summary and feedback on the candidate card automatically.
• Built-in ATS: Keeps custom pipeline stages, messages, scores, team comments and the full interaction history on one candidate profile, with import of existing records and export on demand.
• Analytics and offers: Reports funnel, team and time-to-hire figures and assembles an offer from the candidate record.
• Candidate career coach: Offers job seekers a private CV and experience review, interview practice and a plan of dated tasks, separate from the employer workflow.

Pros

• A flat subscription with no seat count to model removes the per-recruiter arithmetic that makes most hiring stacks hard to budget.
• Scores come with stated reasoning and every human decision (publishing, changing a requirement, advancing a candidate) is logged, which helps a team defend a choice later.
• Data exit is spelled out: import what you already hold, export everything, and the privacy policy says candidate data is deleted within 30 days of a vacancy closing unless consent extends it.
• Existing candidate records can be scored too, so a team does not have to abandon its current tool on day one.

Cons

• There is no public pricing page, and the free start has no published limits, so total cost and trial scope have to be confirmed in a demo.
• Vendor sources disagree: press and the vendor blog say Cyprus-based while the legal pages name a Dubai entity, and the May 2026 blog cites 2,000+ interviews and 300+ positions while the homepage now cites 12,000+ interviews and 200+ roles filled without defining either cohort.
• No independent reviews exist yet: Trustpilot invites the first review, and the customer quotes on the site are the vendor's own selection.
• Candidate data reaches OpenAI and Google Gemini, and the data processing agreement adds a Russian hosting sub-processor for Russian citizens, which some employers will need to disclose or avoid.
• The site says there are no integrations, so a team keeping its current ATS has no documented connector or API to feed AINA.

Visit AINA Official Website