Comparisons
Agentic Blue vs OPAL by Oxydata: AI interviews or AI CV scoring?
The two appear on the same search results, but they do different jobs. OPAL reads and scores CVs across an enterprise hiring pipeline, and Blue talks to every applicant. Many teams need one before the other.
Agentic BluePublished
The short answer
Choose OPAL if your bottleneck is CVs: finding them on job portals, scoring them against a rubric, filtering agency submissions and reporting to hiring managers, across an enterprise or an agency, with an applicant tracking system already in place and candidate data kept in Malaysia.
Choose Agentic Blue if your bottleneck is the first conversation: you want every applicant interviewed about experience, expected salary, notice period and availability, typed by default on their phone, with a ringgit price you can see today.
Agentic Blue and OPAL side by side
| Agentic Blue | OPAL by Oxydata | |
|---|---|---|
| The job it does | Interviews every applicant, typed by default or by Voice or Video, and ranks the finished interviews | Writes job descriptions, sources CVs from job portals, scores CVs against a rubric and filters vendor submissions |
| Talking to candidates | A typed first-round interview with follow-up questions | No AI interview is described. A shareable form collects skill answers and salary expectations |
| CV screening | Yes, read against the job description | Yes. Each CV gets an AI Score and a Shortlist, Review or Reject verdict |
| Interviews | Blue runs the first round | Kept with people. Interview Copilot writes probe questions and a summary for the interviewer |
| Built for | Teams hiring at volume, from one recruiter to a talent team | Malaysian enterprise HR, SME talent teams and recruitment agencies, it says |
| Integrations | None published | Works on top of most applicant tracking systems through an API, with deeper integration for Manatal, Workday and SAP, it says |
| Where data is kept | A database hosted in Singapore | Servers in Malaysia, with personal details stripped from CV content before scoring, it says |
| Who decides | The recruiter. Blue does not reject anyone | Your team. OPAL recommends and people decide, it says |
| Pricing | Published in ringgit, pay as you go: RM 3.10 a typed interview, RM 0.55 a minute for voice or video, no seats and no subscription | Not published. Priced by hiring volume and the modules you need |
Where OPAL is the stronger choice
More of the pipeline. Job descriptions, sourcing from job portals, rubric scoring, vendor submissions and hiring manager reports sit in one product. Agentic Blue does the first-round interview and does not source candidates.
Enterprise fit. OPAL works on top of an existing applicant tracking system, names integrations with Manatal, Workday and SAP, and is used from Telegram as well as the browser.
Data in Malaysia, from a long-established local company. Oxydata says OPAL stores candidate data on servers in Malaysia. It was founded in 2006, is based in Petaling Jaya, and says it is Malaysia Digital certified and HRD Corp registered.
Where Agentic Blue is the stronger choice
It talks to every applicant. A CV cannot say when someone can start, what they expect to be paid as basic pay and allowance, or what they will say when asked about a gap. Blue asks, follows up on vague answers, and gives you the transcript.
Built for the candidate as well as the recruiter. A link, a phone and a few minutes, with no account and no app, and a candidate who stops can carry on later.
You know the price, and you can start alone. Agentic Blue publishes its prices in ringgit and charges for what you run: RM 3.10 a typed interview, RM 0.55 a minute for voice or video (about RM 5.50 for a 10-minute one), and the first 3 typed interviews each month free. Top up from RM 50.00; there is no seat fee and no subscription. A recruiter describes the role in a sentence and the JD Builder Agent writes the posting and the questions.
One tool from posting to shortlist. The posting, the CV read, the interview and the ranking are described together in AI recruitment software for the first round.
Using both
The two cover different stages. A team with thousands of CVs from portals and agencies might narrow them with a CV scorer first, then interview the people worth talking to. There is no integration between the two products, so the shortlist would move between them by hand.
How CV scoring, interviews and chatbots fit together is in AI candidate screening explained, and which kind of AI recruitment software to buy first is in our buying guide for Malaysia.