The same voice interviewer thousands of candidates practise against, pointed the other way — conducting your first-round screen, tuned to your role and rubric, with video, transcript and scoring your team can actually review.
Pilots open after the consumer launch · pricing per completed screen
The same eight questions, forty times a week, mostly to candidates who won't advance past the screen.
Candidates drop out while it sits in a queue, and the strongest ones drop out first.
Two screeners, two standards, and no record of why anyone was cut.
Load the job description and your own rubric. Set the round type, difficulty, and the specific competencies you screen on — the interviewer adapts to what that team actually hires for.
Send an assessment link straight from the dashboard. The candidate takes a real, spoken interview whenever they're free — no scheduling thread, no timezone maths.
Already built for the consumer product: an editor in the room, the interviewer watching, and the candidate talking through the trade-offs as they work.
Session video, full transcript, and answer-level scoring against your rubric. Skim the report or watch the moment that decided it.
Screen and camera recording, with a clear notice to the candidate. We surface signals for a human to weigh, not an automated cheating verdict — those are wrong often enough to be a liability.
Push results into Greenhouse, Lever, Workday or Ashby so the screen lands where your hiring team already works, not in another dashboard nobody opens.
The voice engine, 18 interviewer personas, live coding and video replay are live today in the consumer product. The recruiter dashboard, assessment links and ATS connectors are what the pilot is for.
Every screening product on the market was designed for the company and endured by the candidate. Ours started as the thing candidates practise on by choice, which means the interview itself is good enough that people pay to sit through more of it.
That matters commercially: a screen candidates don't resent is a screen fewer of them abandon, and completion rate is the number that decides whether automated screening is worth having at all.
No auto-reject. The product ranks and evidences; a person makes every call that affects someone's career. This is also what keeps you the right side of the EU AI Act and NYC Local Law 144.
What's recorded, who sees it, how long it's kept, and how to ask for deletion — before the session starts, not in a footer.
Every score traces to a rubric line and a transcript timestamp. When a candidate asks why, or a regulator does, there's an answer.
Cohort seats, readiness analytics by programme, SSO, and your own question banks. Nothing here runs during a real interview or hides from a screen share — which is why this is a product an institution can put its name on.
We're taking a small number of design partners who screen enough volume to feel the difference. Tell us what you hire for and how many first rounds you run a month.
Join the pilot →