AI-enabled Interview Assessment Software
Interview and assessment software lets hiring teams run structured interviews, AI video screenings, and skills tests inside the ATS. Pitch N Hire combines AI-assisted video interviews, coding and competency assessments, and standardized scorecards so every candidate is evaluated consistently, fairly, and on the same criteria.
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Test your potential candidates’ competency with our AI-powered video interview and coding assessment platform, built to give a consistent, structured read on each one.
AI Scoring
Our AI interview management software lets you test candidates’ technical and soft skill competency fairly, so every hire rests on merit instead of on assumption.
MCQs
You can tailor our MCQ assessment to fit any criteria you are hiring for, tech or non-tech.
Measure candidates’ expertise with customizable multiple-choice questions.
Improve your candidate screening with precise and efficient MCQ assessments from Pitch N Hire.
Task/Assignment
Assign real-world tasks to candidates to assess their ability to perform job-related activities.
Coding Assessment
Pitch N Hire’s in-house coding library can generate unique coding assessments based on real-life problems, so you can test technical skills thoroughly on an AI-powered coding assessment platform.
Speed up your technical hiring process with Pitch N Hire’s thorough, precise coding assessments.
AI Video Screening
Use AI video interview software to run first-level candidate screening efficiently and at scale.
Video Interview
Our video screening software lets you test and analyze potential employees’ cognitive and soft skills faster and with less effort.
Interview Template Library
Choose from a library of pre-defined interview templates tailored to different roles and industries.
Pitch N Hire’s Interview Template Library makes your interview process simpler and your candidate evaluations more consistent and efficient.
Accelerate Hiring with AI-Driven Interview Automation
Our AI-powered platform speeds up your hiring process and helps you identify top talent faster. Automating assessments, screening, and initial interviews reduces time-to-fill, so you spend interview time only on the top candidates who meet your exact requirements.
Reduce Hiring Frauds: Real-time Candidate Verification
Speed up hiring while reducing the chances of recruitment fraud. Our AI video screening software verifies candidates in real time by automatically capturing candidate details during the process, so you can note any change in facial features, background noise, or external help and keep hiring efficient, fair, and hassle-free.
Live Assessment With Anti-Cheating Measures: No More Duplicity
Our assessment tracking feature lets you monitor every candidate’s activity while they take the assessment. Anti-cheating measures check for fraudulent activity such as copy-pasting code or receiving external prompts, so the result reflects the candidate's own work.
Screen and Call Recording Feature To Save Every Interaction
Our screen and call recording feature helps you avoid miscommunication and make informed decisions. You can save every candidate interaction for as long as you want and revisit each one as often as you need.
Start hiring with Pitch N Hire today.
Why do structured interviews and scorecards produce better hires?
An unstructured interview lets two candidates get asked completely different questions, which makes them impossible to compare fairly. A structured interview flips that: every candidate for a role answers the same defined set of questions, and each interviewer rates the answers against the same scorecard criteria. That shared rubric makes results comparable: you get a rating on the competencies the role needs instead of a vague "good vibe". Over a hiring round, structured scoring surfaces the candidate who is strongest on the criteria you chose in advance, and it gives you a defensible, written basis for the decision rather than a gut call nobody can reconstruct later.
When should you use a video interview instead of a live call?
Video interviewing solves two different problems. A live video interview replaces travel and scheduling friction while keeping the back-and-forth of a real conversation. A recorded, one-way format is for early screening at scale: candidates answer set questions on their own time, and reviewers watch the responses whenever suits them, rewatching a moment or comparing answers side by side. That flexibility matters when you have many applicants and a small panel, because you can cover a first round without booking dozens of calls. Recorded responses can also be shared with the wider team, so everyone evaluates the same footage against the same criteria rather than relying on one interviewer's summary.
How do skills assessments prove ability before you interview?
A resume states a skill; an assessment demonstrates it. Pitch N Hire supports coding tests, multiple-choice knowledge checks, and practical task-based assignments so you can verify capability before anyone spends time in an interview room. The benefit is in the order of operations: assessments filter for competence early, so your interview slots go to candidates who have already shown they can do the core of the work. This protects the panel's time and reduces the risk of a confident interviewee who cannot perform the role. Because results are scored consistently, an assessment also gives you objective evidence to weigh alongside the more subjective read you get from a conversation.
How do interview kits and question sets keep a panel consistent?
When several people interview for the same role, consistency is the hard part. Reusable interview templates and question sets give each interviewer a prepared kit: the questions to ask, what a strong answer looks like, and the criteria to score against. Prep time drops because nobody is inventing questions on the way to the call, and coverage improves because the panel collectively probes every competency instead of three people accidentally asking about the same thing. Templates built for a role or industry can be adapted to your context, so you keep the rigour of a standard process while still tailoring it to what your team specifically needs to assess.
How does structured scoring reduce bias in hiring decisions?
Bias creeps in when evaluation is loose: different questions, no rubric, and a decision shaped by whoever spoke most persuasively in the debrief. Structured scoring narrows that gap by holding every candidate to the same questions and the same rating scale, so judgments attach to demonstrated competencies rather than impressions. Assessments push this further by measuring ability directly. Human judgment stays in the process; structured scoring makes it more disciplined and comparable. When each interviewer records an independent, criteria-based rating before the group discusses, the team can see where their views diverge and decide on evidence instead of on the loudest voice in the room.
How do you compare candidates once the interviews are done?
The final step is turning a set of interviews and assessments into a clear decision. Because scores, feedback, and assessment results all attach to the candidate inside the ATS, you can line candidates up on the same criteria and see who is strongest where. One may lead on technical depth while another edges ahead on communication. Assessment outcomes hand over cleanly to the interview stage, and interview ratings feed the shortlist, so the pipeline moves without re-keying results between tools. The outcome is a comparison grounded in recorded evidence: you can explain to a hiring manager or the candidate why one person moved forward, backed by the same rubric everyone used.
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This is one part of the Pitch N Hire ATS
Pitch N Hire is an applicant tracking system. This capability works alongside job posting, screening, interview scorecards, and analytics in the same pipeline.
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Run structured interviews & assessments
See how Pitch N Hire standardizes interviews, scorecards and assessments so you hire with confidence.
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