A candidate applies after hours
Offer a structured first interview promptly.
For staffing agencies
An AI interview platform for staffing agencies.
Screen more candidates consistently, then give your recruiters the interview summary and evidence they need to make an informed decision.
A familiar problem
Good candidates should not wait for a recruiter to be free.
Shortlists move quickly. Recruiters are already on calls. A consistent first interview means less chasing and a clearer view of every candidate.
A recruiter needs a shortlist
Give them comparable answers and evidence.
A candidate needs to reschedule
Keep the process moving without phone tag.
A role needs a human conversation
Bring the recruiter in with the key context.
See the core solution
Start with the part built for this work.
Built around your team
A consistent first interview, ready for recruiter judgement.
The platform asks the role-specific questions you agree, then gives your team a recording, transcript, concise summary and scorecard against the criteria you set. Recruiters keep the final call.
Invite candidates to a structured interview
Ask approved screening questions
Create a transcript and interview summary
Score the evidence against the role criteria you set
Send candidates to the next step
Keep recruiters focused on the right conversations
Works with your day
Works with the tools your team already uses.
Bullhorn
Vincere
Loxo
JobAdder
Recruit CRM
Avionté
CEIPAL
GreenhouseThese are recruitment systems we can assess with you. We agree what role information is used and where interview outputs should go.
| In the everyday work | Without help | With the right AI solution |
|---|---|---|
| A new applicant | They wait for diary availability before the first conversation. | They can complete a structured first step quickly. |
| A recruiter reviews candidates | They piece together notes from calls and emails. | They have comparable transcripts, summaries and scorecards against the same role criteria. |
| A busy job | Promising candidates are hard to keep warm. | The process moves while the recruiter is occupied. |
| Final judgement | Time pressure can drive rushed screening. | Recruiters have clearer evidence for the human decision. |
Questions teams ask
A few things worth knowing.
Does it make hiring decisions?+
No. It helps structure and document first interviews. Your recruiters and clients make every selection decision.
Can we tailor the questions to each role?+
Yes. The role brief and approved screening questions shape the interview.
Can candidates use it on a phone?+
The interview experience is designed to be straightforward for candidates, with the access route confirmed during setup.
Can we review the recording and transcript?+
Yes. Your team receives the outputs needed to review the interview properly.
How does the scorecard work?+
You define the role criteria and the evidence that matters. The platform scores the interview responses against those criteria and shows the supporting transcript, so recruiters can review the evidence rather than rely on a score alone.
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See also
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