Mega HR
Mega HR adds AI screening, voice and video interviews, and interview analysis to an existing applicant tracking system. Its agent, Megan, scores applicants, runs first-round interviews and writes structured findings back into the recruiter's workflow.
What is Mega HR?
Mega HR is a recruiting platform built around an AI agent called Megan, meant to add screening and interviewing capacity to an applicant tracking system a company already runs, or to work on its own. Four products sit on top of a platform subscription and are charged separately.
AI Shortlisting scores resumes and applications against the rubric a team defines, including criteria that never appear in the job description, and attaches the evidence behind each conclusion. Rather than matching keywords, it weighs scope, progression and transferable experience, flags gaps and suggests follow-up questions to validate them. The score, its justification and the evidence are written straight back into the candidate record.
AI Interviews has Megan conduct role-aware voice or video interviews generated from the job description in minutes. Tone, length and depth are configurable, follow-ups adapt to what the candidate says, and invitations can fire automatically when someone reaches a chosen stage in the ATS.
Interview Insights covers the interviews humans run. Megan joins Zoom, Google Meet or Microsoft Teams as an ordinary attendee, or opens a conference bridge for phone screens, then returns a transcript, automatically detected highlights clipped short enough to review in a minute, a question-by-question breakdown, a decision-ready summary and a 0-99 score. An Ask AI panel answers free-form questions about the conversation, grounded in what the candidate actually said.
AI Hiring Manager is the agent side. It re-engages existing talent pools, keeps candidate records current, coordinates scheduling across time zones, and answers questions from hiring managers, executives and finance directly in Slack, citing the records behind each answer.
Everything syncs both ways with the ATS in real time: jobs, candidates, stages, interviews and notes. Breezy HR, Greenhouse, Ashby and Lever are the systems named on the site.
Fairness is the argument Mega HR leads with, and structure is the mechanism it offers: the same questions and the same criteria for everyone, with transcripts and write-ups preserved so decisions stay auditable. An outside firm, Warden AI, is said to run monthly independent bias and risk audits with published reporting, although the Trust Center meant to host that evidence cannot be opened.
What it does
- Score and rank applicants against your own hiring rubric, with the supporting evidence attached
- Run voice or video first-round interviews around the clock, with follow-up questions that adapt
- Produce a transparent 0-99 score tied to the role's criteria, plus strengths, gaps and concerns
- Transcribe interviews and pull out key moments, question-by-question breakdowns and summaries
- Sit in on a human interview on Zoom, Google Meet or Microsoft Teams, or bridge a phone screen
- Schedule interviews with shareable links and two-way calendar sync
- Answer stakeholder questions in Slack and re-engage candidates already in your database
When to use Mega HR / When not to
A quick filter to help you decide if Mega HR is the right fit.
When to use Mega HR
- Recruiters on high-volume roles who cannot screen every applicant by hand
- Talent operations and HRIS teams standardising evaluation across recruiters
- Hiring managers who want pipeline answers without pulling recruiters into status meetings
- Interviewers who would rather stay in the conversation than take notes
- Candidates who want a real first-round conversation instead of resume-only screening
When not to use Mega HR
- Teams that need a public API or a bespoke integration, since neither is documented
- Companies on an applicant tracking system other than Breezy HR, Greenhouse, Ashby or Lever
- Organisations requiring EU data residency, a signed DPA or a published subprocessor list
- Employers filling one or two roles a year, for whom the monthly platform fee never pays off
- Teams interviewing in languages other than English, as no language support is declared
How to use Mega HR
A typical end-to-end flow, from setup to results.
- Request a demo, or create an account directly at app.mega.hr/signup
- Pick a platform tier, Starter, Growth or Scale, and choose monthly or annual billing
- Toggle on the products you need and set expected volume with the slider; the total updates live
- Connect your applicant tracking system to switch on the two-way sync
- Feed in the job description and planning documents so Megan can generate a structured interview
- Define the rubric: must-haves, nice-to-haves, competencies and the off-spec signals you value
- Set the tone, length and depth of the interview for the role and its seniority
- Trigger candidate invitations automatically from an ATS stage change
- For interviews you run yourself, invite Megan as an attendee or use the phone bridge
- Review scores, transcripts and highlights in the ATS, then iterate on questions and scoring
Pros & Cons
Pros
- Pricing is published in full, down to per-unit overage rates, which is unusual in this segment
- Layers onto the ATS instead of replacing it, and writes results back into the candidate record
- Every score arrives with its justification and the evidence behind it
- Independent third-party bias audits, described as monthly, with reporting
- The vendor states plainly that customer data is not used to train its AI models
- Covers the whole chain: scoring, interviewing, analysis, scheduling and talent pool re-engagement
- Asynchronous around-the-clock interviews remove calendar and time-zone friction for candidates
Cons
- The Trust Center cannot be opened, so no certification, DPA or subprocessor list is verifiable
- GDPR is never mentioned; the vendor leans on the DPF frameworks and names no Article 27 representative
- Data is hosted in the United States with no announced European residency option
- No public API, and only four applicant tracking systems are named
- No supported language is declared, a real gap for a tool that conducts spoken interviews
- No documented permanent free plan: the free trial is routed through a sales demo
- Subscription fees are non-refundable and usage overages carry no visible ceiling
Pricing & Plans
Mega HR publishes no permanent free plan. A free trial is available, but the FAQ routes it through a demo request. The cheapest paid entry point is the Starter platform tier at USD 82 per month on annual billing, or USD 99 per month when billed monthly. The AI products are charged on top of that tier, the least expensive being AI Shortlisting at USD 25 per month for 100 candidates scored.
- 5 active jobs
- up to 3 jobs
- chat support. USD 99/month billed monthly
- USD 82/month billed annually
- 15 active jobs
- up to 10 jobs
- priority support. USD 249/month billed monthly
- USD 207/month billed annually
- 30+ active jobs
- up to 25 jobs
- dedicated account manager. USD 499/month billed monthly
- USD 416/month billed annually
- 100/month USD 25 (overage USD 0.89 per unit)
- 1
- 000/month USD 75 (USD 0.69)
- 5
- 000/month USD 169 (USD 0.49)
- 10
- 000/month USD 349 (USD 0.35)
- 100/month USD 299 (overage USD 6.00 per unit)
- 500/month USD 899 (USD 4.50)
- 1
- 000/month USD 1
- 499 (USD 3.25)
- 100/month USD 199 (overage USD 3.50 per unit)
- 500/month USD 399 (USD 2.00)
- 1
- 000/month USD 699 (USD 1.50)
- USD 49/99/149 per month billed monthly
- USD 41/82/124 per month billed annually for Starter/Growth/Scale
- Annual billing is presented as two months free
- enterprise tiers are available on request for higher volumes
Data, GDPR & hosting
A consolidated view of how Mega HR handles your data.
GDPR overview
The word GDPR appears nowhere on Mega HR's public pages. The privacy policy instead states that it complies with the EU-U.S. Data Privacy Framework, the UK Extension to it and the Swiss-U.S. DPF, and cites standard contractual clauses as a transfer safeguard. It lists rights that mirror European ones, namely access, correction, deletion, objection and portability, and directs EU, UK and Swiss individuals to their supervisory authority or to the arbitration panel provided under those frameworks. What is missing is substantial: no Article 27 representative, no named data protection officer, no EU address, no published data processing agreement and no subprocessor list. The Trust Center that would normally hold those documents is not reachable. Anyone with a European compliance obligation should treat this as undocumented rather than settled, and ask for the paperwork in writing.
Who owns the data?
Mega HR's terms state that the customer keeps ownership of everything entered into the service, while the vendor reserves the right to use aggregated, anonymised data to improve it. Candidate information is shared with the vendor's clients for recruitment purposes, and third-party providers may process data for payment, analytics and marketing, described by category and never named individually. Data may also pass to a new owner in a merger, acquisition or asset sale. One clause deserves attention: any feedback or suggestion you send grants Mega HR a worldwide, royalty-free, perpetual licence to use it and build it into the product.
Reuse rights
The terms place no restriction on what a customer does with its own data or with the outputs Megan produces. Scores, justifications, transcripts and summaries can be reused freely, including inside the applicant tracking system they are written to. What is licensed rather than owned is the service itself: access is non-exclusive, non-transferable and revocable, and copying, modifying, distributing or reverse-engineering any part of it is forbidden. Individuals may request access, correction, deletion, objection and portability through contact@mega.hr, and portability is explicitly promised in a structured, machine-readable format.
Data retention & training
Hosting summary
Mega HR's privacy policy says personal data may be transferred to, stored and processed in the United States or another country whose data protection laws differ from the reader's own. The safeguards it names are standard contractual clauses and adherence to the EU-U.S. Data Privacy Framework, its UK Extension and the Swiss-U.S. DPF. The company is established in Florida, and the terms make Florida law and Florida courts the governing forum. Marketing assets are served from an Amazon S3 bucket in the us-east-1 region. Beyond that, nothing precise is published: no named data centre, no fallback region, no European residency option, no subprocessor list and no data processing agreement. Security measures are described in generic terms with no certification cited. One technical detail is worth flagging: the domain resolves to an Amazon CloudFront edge node geolocated in Zurich. That is a content delivery point, not a storage location, and it should not be read as Swiss hosting.
Things to keep in mind
Risks and trade-offs to weigh before adopting Mega HR.
- Handing the first round to an AI can quietly filter out unconventional profiles the rubric never anticipated
- A 0-99 score carries authority through its precision alone, anchoring decisions and diluting the reviewer's own judgement
- The bias audits are commissioned by the vendor, not the customer, and the reporting cannot be opened, so transparency stays declarative
- Resumes, career histories, interview transcripts and recordings are unusually sensitive, and they are hosted in the United States with no published DPA or subprocessor list
- Nothing on the site documents how candidates are told they are being scored, or how they can ask for a human review
- A spoken AI interview can disadvantage people who are uneasy speaking, non-native or disabled, which is the very fairness the format claims to deliver
- Usage-based billing with overages means an unexpected surge in applications moves the invoice with no visible cap
Setup & Integrations
Technical difficulty
Technically, very little is asked. The vendor promises no new workflow and no training; the simplest path to Interview Insights is inviting Megan to a meeting as an attendee, and structured interviews are generated from a job description in minutes. Connecting the ATS is presented as ready-made, with no development. The real effort lies elsewhere: defining the rubric, the off-spec criteria, the tone and the length, then iterating until the scoring matches your hiring bar. That is recruiting work, not IT work. With no public API, anything beyond the four named integrations is out of reach.
Deployment
Integrations
Behind Mega HR
Social
Resources
All the official URLs gathered for verification and reference.
Frequently asked questions
Which applicant tracking systems does Mega HR connect to?
How does the pricing actually work?
What does it cost to start?
Is there a free trial or a free plan?
Does Megan replace recruiters?
Which meeting tools can Megan join?
Is customer data used to train the AI models?
Where is the data hosted, and is Mega HR GDPR compliant?
How is bias in the AI controlled?
Should you pick Mega HR?
Mega HR is a well-bounded product with a clear idea: leave the applicant tracking system in place and add the screening and interviewing capacity it lacks. Three things stand out. The pricing is published in full, down to per-unit overage rates, which is rare enough in AI recruiting to be worth naming. Every score comes with its justification and cited evidence rather than a bare number. And the vendor states outright that customer data is not used to train its models.
The reservations are just as concrete. The Trust Center is unreachable, so certifications, a data processing agreement and the subprocessor list, exactly the documents a buyer needs, cannot be verified at all. GDPR is never mentioned on the public site; the vendor relies on the Data Privacy Framework and designates no Article 27 representative, and data sits in the United States with no announced European option. The company is young, its Florida entity filed in 2024, with around ten people shown and no known funding. There is no public API, and only four ATS integrations are named.
One point deserves more weight than a feature list gives it: having an AI score and interview candidates carries employer liability, and the site says nothing about the local rules that govern automated employment decisions in several jurisdictions. The independent bias audits are a genuine argument in Mega HR's favour, but their evidence is currently behind a door that will not open.
Good fit for continuous, high-volume hiring where structure and comparability pay for themselves. Poor fit for a handful of roles a year, or for any team that needs its compliance paperwork in writing before it starts.
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