Your all in one recruitment partner.
You don't need industry knowledge to interview and hire new people. Axil builds and manages an end to end recruitment campaign for you.
Sound Familiar?
Your hiring process is held together with sticky tape. These aren't edge cases - they're the norm for most Irish SMEs.
Average time to fill a role in Ireland - Totalent.eu
How well unstructured interviews predict performance - Wired/Greenhouse
Average cost of a bad hire in Ireland - Adare HRM
The spreadsheet spiral
Candidates tracked across spreadsheets, email threads, and WhatsApp. No system, no visibility, no accountability.
Every interviewer wings it
One asks about skills. Another spends 40 minutes on small talk. The loudest voice in the debrief wins.
You hired the wrong person. Again.
The interview felt great - strong rapport. But you never tested for what the role actually needed.
83% of employers find hiring challenging - ManpowerGroup 2025
ThebenefitsofAxil.
From first insight to final decision - follow how it all connects.
Strategic hiring that scales with your business
From job spec to offer in one connected platform
AI powered insights proven across industries
Every interview structured for confident assessment
Store candidate details and schedule interviews - all from Axil
Every interview is transcribed, synthesised and compared for data driven decision making
Recruitment reimagined.
Axil versus a traditional ATS
Blank text boxes; you guess the salary and requirements.
Market Intelligence: Real-time data on competitor listings, salary ranges, and required skills.
Lack of Interviewer preparation; no shared strategy.
Team Alignment: Automated briefing packs, assigned unique focus areas and questions to each interviewer.
Interviewers rely on "gut feeling" and frantically scribble manual notes.
Structured Guardrails: Clear look-fors, probing prompts, and native compliant recording/transcription.
Chasing people on Slack to read vague, subjective scorecards.
Objective Synthesis: Side-by-side text synthesis comparing candidates purely on skills and evidence.
Before the Job Post
Traditional ATS
Blank text boxes; you guess the salary and requirements.
Axil
Market Intelligence: Real-time data on competitor listings, salary ranges, and required skills.
Preparing the Team
Traditional ATS
Lack of Interviewer preparation; no shared strategy.
Axil
Team Alignment: Automated briefing packs, assigned unique focus areas and questions to each interviewer.
During the Interview
Traditional ATS
Interviewers rely on "gut feeling" and frantically scribble manual notes.
Axil
Structured Guardrails: Clear look-fors, probing prompts, and native compliant recording/transcription.
Making the Decision
Traditional ATS
Chasing people on Slack to read vague, subjective scorecards.
Axil
Objective Synthesis: Side-by-side text synthesis comparing candidates purely on skills and evidence.
Four steps to hiring success
Providing market insights, interview creation, scheduling and feedback comparison - one hiring plan ensures you make the right hire in half the time.
Jump to any part of the demo
Create your plan
Describe the role in a sentence. Axil asks the right questions, suggests the skills that matter, and builds your hiring plan for you.
Discovery
The purpose of this step is to educate the user. Axil provides market insights, salary benchmarking, competitor analysis, job description creating and more.
Process
Axil creates your interview process. The agreed number of interviews, focus areas for each interview, questions for each focus area and key areas that constitute a good answer or what to probe for more information on. All of which is editable to ensure accuracy.
Alignment
Add your interview team and share their briefing cards that include the candidate profile, JD, process summary along with the details of their specific interview focus areas and questions.
Debrief
Store candidate CVs, schedule interviews, record and transcribe and compare interview feedback using the AI Synthesised feature. This is where the magic happens.
New Hiring Plan
Build a plan through a quick conversation.
What level is this role?
Which industry fits best?
How big is the company?
Pick the key skills - tap to add, or generate more:
EUR 68,000
Median salary
~38 days
Average hiring timeline
21
fastest
65
slowest
Good pool of candidates in the Dublin area; senior ops talent moves fast.
medium saturation
based on 120+ recent postings tracked across job boards
Required Skills
Emerging
Declining
Dublin operations salaries rose ~6% year on year
Process-improvement skills appear in 8 of 10 listings
Ops roles increasingly own analytics and reporting
Hybrid site/office arrangements now standard for ops leads
Automation experience commands a growing premium
irishjobs.ie/salary-survey-2026
morganmckinley.ie/salary-guide
indeed.com/lead/logistics-talent
supplychaindigital.com/automation-2026
cso.ie/labour-market-q2-2026
4 live listings - 2 strong, 2 possible
Meridian Logistics · Dublin · €58-68k
Own end-to-end warehouse operations across two Dublin sites, leading a team of 15 with a focus on process performance...
Corrib Supply Co. · Dublin · €65-75k
Drive process improvement and automation across our national distribution network. Budget ownership and KPI reporting...
Lir Distribution · Dublin · €52-60k
Hands-on operations lead for a growing 3PL - rosters, KPIs and continuous improvement across a 30-person site...
Shannon Freight · Dublin · €55-63k
Manage inbound and outbound flow, H&S compliance and a 10-person team at our Dublin West depot...
Market Classification
Balanced MarketSupply and demand are roughly even for operations leadership in Dublin. Good candidates are reachable, but they field multiple offers - preparation and pace decide outcomes.
Salary Positioning
Match Market
EUR 62,000 - 68,000 recommended
Match on base salary, lead on flexibility, progression and scope of ownership.
Process Speed
Fast enough to hold candidate attention without cutting assessment depth.
Differentiators
- Genuine end-to-end process ownership
- Modern automation roadmap already funded
- Visible route to senior operations leadership
Skills Priority
Must Have
Nice to Have
Emerging Premium
Key Risks
- Senior ops candidates receive multiple offers - move decisively between stages
- Automation experience is scarce locally and commands a premium
Recommendations
- 1Anchor the offer at EUR 62-68k with a clear review point
- 2Lead outreach with process-ownership scope, not title
- 3Keep no more than 5 working days between stages
Operations Manager
Mid-Level · Manufacturing
We're looking for an Operations Manager to own day-to-day warehouse performance across our Dublin site. You'll lead a team of 12, own the site budget, and drive measurable process improvement.
Responsibilities
- Own intake-to-dispatch process performance
- Lead and develop a team of 12 across two shifts
- Report on KPIs and drive continuous improvement
- Manage the site operations budget
- Partner with supply chain on automation initiatives
Required Qualifications
- 5+ years leading warehouse or logistics teams
- Proven process-improvement track record with measured outcomes
- Budget ownership experience
Preferred Qualifications
- ERP systems experience (SAP or similar)
- Lean Six Sigma certification
Benefits
- Performance bonus
- Hybrid scheduling
- Annual development budget
Salary Range
EUR 60,000 - 68,000
Happy with your stages? Lock in to mark your process as ready.
Lock inProcess designed from your market research, role requirements, and industry interview frameworks.
A short call to confirm motivation, logistics and salary alignment before investing panel time.
Team leadership evidence plus the final values check with the hiring manager.
The core assessment: process ownership, data-driven decisions and budget control, evidenced with real examples.
A short call to confirm motivation, logistics and salary alignment before investing panel time.
A structured deep-dive into how the candidate runs operations day to day - process, people and numbers.
Rationale
The core assessment: process ownership, data-driven decisions and budget control, evidenced with real examples.
Focus Areas
Concrete, measured redesigns the candidate personally led - not projects they watched.
Tell me about a process you redesigned end to end. What changed?
Tests real ownership of process improvement, not just participation.
A shift is short-staffed and a key truck is late. Walk me through your next hour.
Reveals prioritisation under real operational pressure.
Interview Questions (2)
Tell me about a process you redesigned end to end. What changed?
Tell me about a process you redesigned end to end - what changed, what did it save, and how did you measure it?
Tests real ownership of process improvement, not just participation.
AI Suggestions
Tell me about a process you redesigned end to end - what changed, what did it save, and how did you measure it?
Tests measured ownership of process improvement.
A shift is short-staffed and a key truck is late. Walk me through your next hour.
Reveals prioritisation under real operational pressure.
Team leadership evidence plus the final values check with the hiring manager.
Process Review
Your interview stages cover all 5 requirements from the job description.
Requirements Covered (5)
Setup
Candidate ProfileProcess SummaryCollaborate
CollaboratorsShare LinksIdeal Background
Operations leaders from logistics, distribution or manufacturing who have owned a site or shift end to end.
Experience Range
5-8 years, with at least 2 leading a team
Must-Have Skills
Nice-to-Have Skills
Cultural Fit Indicators
- Calm under pressure
- Direct, no-blame communication
- Improves the system, not just the day
Generate an AI-powered candidate profile based on your hiring strategy and job requirements
Generate Profile Generating...Invite Collaborator
Name (optional)
Role
Assign to stages (all stages if none selected)
No collaborators invited yet.
David Nolan
david.nolan@corribhq.ie
Inbox
You're invited to collaborate on "Operations Manager" - Robert has invited you to collaborate on the hiring plan...
You're invited to collaborate on "Operations Manager"
You've been invited to collaborate
Robert has invited you to collaborate on the hiring plan "Operations Manager".
Click the button below to accept the invitation and access the hiring plan.
This link expires in 14 days.
Sent by Axil. If you didn't expect this email, you can safely ignore it.
Review
InterviewsInterviewsFeedbackFeedbackAI SynthesisAI SynthesisInsights
ComparisonComparisonBias FlagsBias FlagsTimelineTimelineNo interviews scheduled for this candidate yet.
Operations Deep-Dive
23/07/2026, 14:00
Interviewer: David Nolan
“...so I mapped the whole intake process first,”
“then we cut the handover steps from six to three,”
“and error rates dropped by about a third in two months.”
Strengths
- Concrete redesign story with baseline and outcome metrics
- Owned the budget conversation confidently
Concerns
- Limited exposure to automation projects
Strengths
- Clear reasons for the move; knows our sector
Concerns
- Salary expectation at the top of the range
Summary
Sarah presents consistent, measured evidence of process ownership across all interviews. Interviewers independently flagged the same strength - redesigns with baseline metrics - and the same watch-item on automation exposure.
3.8
Average score (out of 4)
4
Feedback forms
Areas of Agreement
- Process ownership is genuine and measured
- Leads teams calmly under pressure
Areas of Disagreement
- Depth of ERP hands-on experience read differently across stages
Key Strengths
- Rebuilt the inbound workflow with a 32% error reduction - verified in two interviews
- Communicates numbers clearly to non-finance stakeholders
Key Concerns
- Automation exposure is limited - plan onboarding support
Discussion Points
- 1Probe ERP depth in the reference call
- 2Confirm salary against the EUR 62-68k anchor
Axil recommends - AI-generated. Hiring decisions must be made by humans.
| Stage | Sarah Keane | James Murphy |
|---|---|---|
| Screening Call | 3.5 | 3.0 |
| Operations Deep-Dive | 4.0 | 3.0 |
| Leadership & Final | 3.8 | 3.2 |
| Overall | 3.8 | 3.1 |
Sarah Keane
Top Strengths
- Rebuilt inbound workflow; cut errors 32% with baseline metrics
- Owned the budget conversation confidently
Top Concerns
- Limited automation exposure
James Murphy
Top Strengths
- Strong team leadership across two sites
Top Concerns
- Process examples stayed high-level - ownership unclear
Add Candidate
Name *
CV (PDF, optional)
Schedule Interview - Sarah Keane
Set up a new interview with a Google Meet link and recording.
Recording
Stage
Interviewer
Date
Time
Duration (minutes)
Plan created
- Full hiring plan generated in under a minute
- Axil asked only for what was missing - nothing else
- Skills suggested intelligently, picked with a tap
- Market research already running in the background
Discovery complete
- Salary benchmarked against the live market
- Competitor listings - verified, current, cited
- The skills that matter now vs the ones fading out
- Strategy and job description ready to edit
Process locked in
- Interview stages designed for this exact role
- Every question purposeful - with what to look for
- Edit or regenerate any question in seconds
- All 5 job requirements covered - verified
Team aligned
- Ideal candidate profile generated from your plan
- Interviewers invited in a few clicks
- One-click accept - no accounts, no setup
- Everyone briefed with their own focus areas
Hire made with confidence
- Interviews scheduled, recorded and transcribed for you
- Structured 1-4 feedback from every interviewer
- AI synthesis: agreement, conflicts and evidence
- Candidates compared on evidence - you decide
Describe the role in one sentence - Axil does the rest.
It asks only for what's missing - level, size, industry, skills.
AI suggests the skills that matter. Tap to choose, generate more anytime.
Everything confirmed at a glance before anything runs.
One click - your full hiring plan starts building.
Research runs live - real queries, real sources.
Salary benchmarked from the live market - price it right first time.
The skills that matter now - and the ones fading out.
Market movement, distilled to what changes your hire.
Every insight cited. No black box.
Who you're competing with - verified, live listings.
Data becomes a strategy call: position, speed, salary.
...and a ready-to-edit job description. All before you post.
Your interview process, designed for this role - not a generic template.
Reorder stages the way your team actually hires.
Every question has a purpose - and what a good answer sounds like.
Don't like a question? Axil suggests - you choose.
Coverage checked: every requirement gets assessed somewhere.
Lock it in - everyone interviews to the same standard.
The ideal candidate profile - generated in one click from your strategy.
Invite interviewers - assign exactly the stages they own.
They accept in one click - no accounts, no setup.
One easy system for the whole team.
Add the candidate - CV stored, privacy notice handled.
Schedule with Google Meet in seconds.
The interview runs - Axil records and transcribes it for you.
Structured feedback from every interviewer. No vague scorecards.
AI reads everything - and shows where interviewers agree, and where they don't.
Candidates compared on evidence. The decision stays yours.
Create your plan
Describe the role in a sentence. Axil asks the right questions, suggests the skills that matter, and builds your hiring plan for you.
New Hiring Plan
Build a plan through a quick conversation.
What level is this role?
Which industry fits best?
How big is the company?
Pick the key skills - tap to add, or generate more:
Discovery
The purpose of this step is to educate the user. Axil provides market insights, salary benchmarking, competitor analysis, job description creating and more.
EUR 68,000
Median salary
~38 days
Average hiring timeline
21
fastest
65
slowest
Good pool of candidates in the Dublin area; senior ops talent moves fast.
medium saturation
based on 120+ recent postings tracked across job boards
Required Skills
Emerging
Declining
Dublin operations salaries rose ~6% year on year
Process-improvement skills appear in 8 of 10 listings
Ops roles increasingly own analytics and reporting
Hybrid site/office arrangements now standard for ops leads
Automation experience commands a growing premium
irishjobs.ie/salary-survey-2026
morganmckinley.ie/salary-guide
indeed.com/lead/logistics-talent
supplychaindigital.com/automation-2026
cso.ie/labour-market-q2-2026
4 live listings - 2 strong, 2 possible
Meridian Logistics · Dublin · €58-68k
Own end-to-end warehouse operations across two Dublin sites, leading a team of 15 with a focus on process performance...
Corrib Supply Co. · Dublin · €65-75k
Drive process improvement and automation across our national distribution network. Budget ownership and KPI reporting...
Lir Distribution · Dublin · €52-60k
Hands-on operations lead for a growing 3PL - rosters, KPIs and continuous improvement across a 30-person site...
Shannon Freight · Dublin · €55-63k
Manage inbound and outbound flow, H&S compliance and a 10-person team at our Dublin West depot...
Market Classification
Balanced MarketSupply and demand are roughly even for operations leadership in Dublin. Good candidates are reachable, but they field multiple offers - preparation and pace decide outcomes.
Salary Positioning
Match Market
EUR 62,000 - 68,000 recommended
Match on base salary, lead on flexibility, progression and scope of ownership.
Process Speed
Fast enough to hold candidate attention without cutting assessment depth.
Differentiators
- Genuine end-to-end process ownership
- Modern automation roadmap already funded
- Visible route to senior operations leadership
Skills Priority
Must Have
Nice to Have
Emerging Premium
Key Risks
- Senior ops candidates receive multiple offers - move decisively between stages
- Automation experience is scarce locally and commands a premium
Recommendations
- 1Anchor the offer at EUR 62-68k with a clear review point
- 2Lead outreach with process-ownership scope, not title
- 3Keep no more than 5 working days between stages
Operations Manager
Mid-Level · Manufacturing
We're looking for an Operations Manager to own day-to-day warehouse performance across our Dublin site. You'll lead a team of 12, own the site budget, and drive measurable process improvement.
Responsibilities
- Own intake-to-dispatch process performance
- Lead and develop a team of 12 across two shifts
- Report on KPIs and drive continuous improvement
- Manage the site operations budget
- Partner with supply chain on automation initiatives
Required Qualifications
- 5+ years leading warehouse or logistics teams
- Proven process-improvement track record with measured outcomes
- Budget ownership experience
Preferred Qualifications
- ERP systems experience (SAP or similar)
- Lean Six Sigma certification
Benefits
- Performance bonus
- Hybrid scheduling
- Annual development budget
Salary Range
EUR 60,000 - 68,000
Process
Axil creates your interview process. The agreed number of interviews, focus areas for each interview, questions for each focus area and key areas that constitute a good answer or what to probe for more information on. All of which is editable to ensure accuracy.
Happy with your stages? Lock in to mark your process as ready.
Lock inProcess designed from your market research, role requirements, and industry interview frameworks.
A short call to confirm motivation, logistics and salary alignment before investing panel time.
Team leadership evidence plus the final values check with the hiring manager.
The core assessment: process ownership, data-driven decisions and budget control, evidenced with real examples.
A short call to confirm motivation, logistics and salary alignment before investing panel time.
A structured deep-dive into how the candidate runs operations day to day - process, people and numbers.
Rationale
The core assessment: process ownership, data-driven decisions and budget control, evidenced with real examples.
Focus Areas
Concrete, measured redesigns the candidate personally led - not projects they watched.
Tell me about a process you redesigned end to end. What changed?
Tests real ownership of process improvement, not just participation.
A shift is short-staffed and a key truck is late. Walk me through your next hour.
Reveals prioritisation under real operational pressure.
Interview Questions (2)
Tell me about a process you redesigned end to end. What changed?
Tell me about a process you redesigned end to end - what changed, what did it save, and how did you measure it?
Tests real ownership of process improvement, not just participation.
AI Suggestions
Tell me about a process you redesigned end to end - what changed, what did it save, and how did you measure it?
Tests measured ownership of process improvement.
A shift is short-staffed and a key truck is late. Walk me through your next hour.
Reveals prioritisation under real operational pressure.
Team leadership evidence plus the final values check with the hiring manager.
Process Review
Your interview stages cover all 5 requirements from the job description.
Requirements Covered (5)
Alignment
Add your interview team and share their briefing cards that include the candidate profile, JD, process summary along with the details of their specific interview focus areas and questions.
Setup
Candidate ProfileProcess SummaryCollaborate
CollaboratorsShare LinksIdeal Background
Operations leaders from logistics, distribution or manufacturing who have owned a site or shift end to end.
Experience Range
5-8 years, with at least 2 leading a team
Must-Have Skills
Nice-to-Have Skills
Cultural Fit Indicators
- Calm under pressure
- Direct, no-blame communication
- Improves the system, not just the day
Generate an AI-powered candidate profile based on your hiring strategy and job requirements
Generate Profile Generating...Invite Collaborator
Name (optional)
Role
Assign to stages (all stages if none selected)
No collaborators invited yet.
David Nolan
david.nolan@corribhq.ie
Inbox
You're invited to collaborate on "Operations Manager" - Robert has invited you to collaborate on the hiring plan...
You're invited to collaborate on "Operations Manager"
You've been invited to collaborate
Robert has invited you to collaborate on the hiring plan "Operations Manager".
Click the button below to accept the invitation and access the hiring plan.
This link expires in 14 days.
Sent by Axil. If you didn't expect this email, you can safely ignore it.
Debrief
Store candidate CVs, schedule interviews, record and transcribe and compare interview feedback using the AI Synthesised feature. This is where the magic happens.
Review
InterviewsInterviewsFeedbackFeedbackAI SynthesisAI SynthesisInsights
ComparisonComparisonBias FlagsBias FlagsTimelineTimelineNo interviews scheduled for this candidate yet.
Operations Deep-Dive
23/07/2026, 14:00
Interviewer: David Nolan
“...so I mapped the whole intake process first,”
“then we cut the handover steps from six to three,”
“and error rates dropped by about a third in two months.”
Strengths
- Concrete redesign story with baseline and outcome metrics
- Owned the budget conversation confidently
Concerns
- Limited exposure to automation projects
Strengths
- Clear reasons for the move; knows our sector
Concerns
- Salary expectation at the top of the range
Summary
Sarah presents consistent, measured evidence of process ownership across all interviews. Interviewers independently flagged the same strength - redesigns with baseline metrics - and the same watch-item on automation exposure.
3.8
Average score (out of 4)
4
Feedback forms
Areas of Agreement
- Process ownership is genuine and measured
- Leads teams calmly under pressure
Areas of Disagreement
- Depth of ERP hands-on experience read differently across stages
Key Strengths
- Rebuilt the inbound workflow with a 32% error reduction - verified in two interviews
- Communicates numbers clearly to non-finance stakeholders
Key Concerns
- Automation exposure is limited - plan onboarding support
Discussion Points
- 1Probe ERP depth in the reference call
- 2Confirm salary against the EUR 62-68k anchor
Axil recommends - AI-generated. Hiring decisions must be made by humans.
| Stage | Sarah Keane | James Murphy |
|---|---|---|
| Screening Call | 3.5 | 3.0 |
| Operations Deep-Dive | 4.0 | 3.0 |
| Leadership & Final | 3.8 | 3.2 |
| Overall | 3.8 | 3.1 |
Sarah Keane
Top Strengths
- Rebuilt inbound workflow; cut errors 32% with baseline metrics
- Owned the budget conversation confidently
Top Concerns
- Limited automation exposure
James Murphy
Top Strengths
- Strong team leadership across two sites
Top Concerns
- Process examples stayed high-level - ownership unclear
Add Candidate
Name *
CV (PDF, optional)
Schedule Interview - Sarah Keane
Set up a new interview with a Google Meet link and recording.
Recording
Stage
Interviewer
Date
Time
Duration (minutes)
Your competitors will be scrambling by December 2027. You won't.
EU AI Act Ready
High-risk compliant. Built for Article 14 human oversight from day one.
GDPR Compliant
Full data subject rights. No sole automated decision-making under Article 22.
Human Oversight
AI assists, humans decide. Always. No hire/no-hire recommendations, ever.
EU Data Residency
Your data never leaves the EEA. Multi-tenant isolation at infrastructure level.
Made in Ireland 🇮🇪 · Designed for the European talent market
Questions you're probably already asking
We built Axil for hiring teams who are tired of guessing. Here's what they ask first.
No. Axil's AI generates interview hiring plans and synthesises feedback from your team, but it explicitly does not make hire/no-hire recommendations. Every hiring decision is made by a human. This is a design principle, not a limitation - and it's exactly what the EU AI Act requires.
Recruitment fails when the fundamental pillars are not in place from the beginning. Axil focuses on establishing your hiring needs and everything after a candidate enters the pipeline; structured interviews, collecting fair feedback and synthesising evaluations. Think of us as the interview and decision layer that sits alongside your existing tools.
Yes. Axil processes candidate data under clear legal bases, supports all data subject rights, and never uses sole automated decision-making under GDPR Article 22. All data is hosted within the EU. For the EU AI Act - recruitment AI is classified as high-risk, with obligations taking effect on 2 December 2027 (deferred from August 2026 by the EU's 2026 simplification package) - Axil is designed against that high-risk framework from the ground up: text-only analysis, no emotion detection or biometric inference, mandatory human oversight, transparent processing, and full audit trails.
Especially then. When you hire infrequently, you lack the muscle memory that high-volume recruiters develop. A bad hire at a 100-person company is proportionally far more damaging than at a 10,000-person one. Axil gives you a structured, repeatable process so every hire follows the same rigorous standard.
Minutes, not weeks. No implementation project, no IT team required, and no data migration. Sign up, invite your team, and generate your first hiring plan. Most teams run their first structured interview within a day.
Absolutely. The AI gives you a strong starting point - structured stages, focus areas, and questions tailored to the role. You can edit every element, add your own questions, adjust scoring criteria, and save templates for roles you hire repeatedly. The AI accelerates you; it doesn't constrain you.
Ready to talk?
Whether you're hiring ad hoc or scaling; we'd love to show you the value that Axil can bring to your organisation.
Email us directly
admin@axil.ie