Yes. Pitch N Hire provides AI video interviews through Intuvos (intuvos.com), its native async video interview module with structured scoring. Candidates record answers on their own time, and responses are evaluated against a consistent, structured rubric. This sits alongside the core ATS and the OnJob.io sourcing module, giving one connected platform for sourcing, screening, and hiring decisions.
Pitch N Hire's AI video interviews are delivered through Intuvos, available at intuvos.com, a native module rather than a third-party bolt-on. Intuvos runs async video interviews, meaning candidates record their responses on their own schedule instead of attending a live call. Because it's part of the Pitch N Hire ecosystem, interview activity connects back to the applicant tracking system that unifies sourcing, screening, and hiring decisions.
Intuvos applies structured scoring to interview responses, meaning each candidate is assessed against a consistent set of criteria rather than ad-hoc impressions. Structured, criteria-based evaluation is a well-established way to make interviews more comparable and to reduce inconsistency between reviewers. For hiring teams, this makes it easier to compare candidates side by side and to document why a particular hiring decision was made.
Async video interviews let candidates respond when convenient and let recruiters review on their own time, removing the scheduling friction of live screens. This can compress early-stage screening, especially for high-volume roles or distributed teams across time zones. Combined with structured scoring, async interviews aim to speed up screening while keeping the evaluation consistent, supporting faster hiring without abandoning a comparable, documented process.
Asynchronous video interviews let candidates record answers to preset questions on their own schedule, so recruiters review responses without coordinating live calls. In a hiring workflow this replaces the phone screen — the round that is easy to schedule for one candidate but painful across many — with a step candidates complete whenever suits them and evaluators review in batches. Because every candidate answers the same questions, the responses are directly comparable, and the recruiter can advance the strongest without playing calendar tag. Slotting async video into the early funnel is where it saves the most time, converting the scheduling-heavy first screen into a fast, consistent, reviewable step that keeps the pipeline moving.
The value of video interviewing depends on scoring answers against a consistent rubric rather than on gut reaction to a recording. When every candidate faces the same questions and is evaluated on the same criteria tied to the role, the comparison is fair and defensible, much like a structured live interview. Structured scoring also speeds the debrief, because evaluators bring comparable, evidence-based ratings instead of vague impressions. This is what separates a useful async interview from a superficial one: the structure. Pitch N Hire's approach centers on this consistency, so the video step produces signal you can trust rather than a novelty that simply moves an unstructured judgment onto video.
The case for async AI video rests on three gains. First, time: it removes the scheduling bottleneck of the first screen, letting you review many candidates quickly. Second, consistency: identical questions and structured scoring make candidates comparable and reduce the noise of ad-hoc conversations. Third, reach: candidates in different time zones or with constrained schedules can participate without arranging a live slot, which is especially useful for remote and distributed hiring. The AI layer can help by organizing and summarizing responses so evaluators start from structured output. Together these turn a high-friction early round into a scalable, fair, reviewable step, which is why volume and remote-heavy teams adopt it most enthusiastically.
Used well, AI video interviewing assists evaluation; it should not replace human judgment on who advances. Keep a person accountable for decisions, use the AI to organize, summarize, and structure rather than to autonomously reject, and be transparent with candidates that video and AI are part of the process. Ensure the questions are job-relevant and the scoring rubric is consistent, so the step measures ability rather than presentation. Give candidates clear instructions and reasonable conditions to record. This responsible framing keeps the efficiency and consistency benefits while avoiding the pitfalls of opaque automated rejection, and it is the posture any team should take when adding AI to a consequential hiring step.
From the candidate's side, an asynchronous video interview is a set of questions they answer by recording video responses on their own schedule, usually within a given window and with clear instructions on format and any time limits. There is no need to coordinate a live slot or take time off during working hours, which many candidates appreciate, though some find recording without a live conversation less natural. Giving candidates clear guidance, reasonable conditions, and a low-pressure setup helps them perform at their best, so the step measures ability rather than comfort with the format. A well-designed async interview respects the candidate's time while still producing the consistent, comparable responses evaluators need.
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