Our AI talent philosophy
We build with AI. We hire humans who build with AI.
The tools change fast. The stance shouldn't. Here is how AI works at Maaya — in the products, in the work, and in how we hire.
How we use AI today
Pair-programming, customization scoping, content production.
Our engineers pair with Claude and Cursor daily — code generation, code review, refactoring, debugging, test scaffolding. The AI is a coworker on every PR. The human is responsible for what ships.
Our consultants use AI to accelerate implementation discovery and documentation — turning customer SOPs into MaayaERP configuration drafts, summarizing call recordings into customization scope, generating training material in three languages. The named consultant on the engagement still owns the outcome.
Our marketing team builds with Claude Coworker — a structured content operation where the brand voice, content bank, and 90-day playbook are all codified, and the AI helps move the work along the rails. The bylines on the blog are real Maayans.
Inside our products, AI shows up as agents in MaayaERP and the Pi Family — the StratoPi planning agents, the PoultryCare anomaly detection, the LivMatrix edge-AI for livestock monitoring. AI is built in, not bolted on. This is how we ship 90-day go-lives that would have taken 180 days five years ago.
What we expect from candidates
Use AI well. Tell us how. Show your work.
- Use AI tools during interviews where relevant — and we'll tell you where they are relevant and where they are not.
- Show portfolio evidence of AI-augmented work. A take-home that shows how you used AI to ship faster — what you prompted, what the AI got wrong, what you fixed — is a positive signal, not a negative one.
- Tell us when and how you used AI. No trick questions, no AI-detection theatre. Just transparency.
- Bring evaluative judgment. Knowing when an AI output is wrong is more important than knowing how to prompt for one that looks right.
What we will not do
The lines we will not cross.
- We do not cut headcount targets to replace Maayans with AI. The roles we open are roles we are committed to filling with people. AI makes each Maayan more productive — we expand ambition, not cut headcount.
- We do not use AI to screen candidates without human review of outputs. A human reads every application. A human conducts every interview. AI can help a recruiter draft a follow-up email; AI cannot decide whether a candidate advances.
- We do not run AI-detection tools on take-home assignments. We expect you to use AI; the only thing we ask is that you tell us how.
ASK applied to AI
Attitude, Skill, Knowledge — toward the tools, not just the work.
Curious, adaptive, not fearful, not uncritical. You think AI is interesting. You also know when to turn it off.
Practical experience using tools to ship work. You can show us a project where AI shortened the path.
Enough to evaluate outputs and know where AI fails. You read the model card, not just the marketing.
A note from the founder
This page will evolve. The tools change fast; the stance shouldn't. We will update this page whenever we make a non-trivial change to how Maaya uses AI. This version: April 2026.
— Janagaran, Founder