Interviews stop being a personality contest.
Async video, live rooms and coding tasks with question banks tied to the scorecard. The AI notes competencies with timestamps, flags where interviewers disagreed, and produces a comparison the hiring committee can actually read.
Illustrative example of one interview round, not a measured result. What a round produces depends on your scorecard, your panel and the role.
Every interview structured, scored and comparable.
Question banks mapped to competencies per role.
Async video at volume, ranked with reasons.
Live rooms and coding tasks with live scorecards.
Scoring drift and bias flags surfaced.
Scores do not live in a separate tool. They update the candidate's stage inside your ATS pipeline, so a sourced candidate from the sourcing engine and an inbound applicant are compared on identical evidence. Once an offer is accepted, the same record carries into HRMS onboarding.
What interview intelligence does for you.
Screen at volume without booking a single slot.
Competency evidence linked to the moment it happened.
Interviewer scoring compared and corrected over time.
Practical work samples inside the same record.
Across calendars, time zones and interviewer load.
Structured criteria, redaction options, auditable reasons.
Related reading: interviews and assessments, interview scheduling software, interview management software and interview questions by role.
What buyers ask before they switch.
How is an AI interview scored?
Every question maps to a competency on the role's scorecard. The AI notes where a competency was evidenced, timestamps it against the recording, and rates only what it can point to. The evidence sits beside the score, so a hiring manager can disagree with a rating and see exactly what produced it.
Does AI make the hiring decision?
No. It ranks and evidences; people decide. Scores are advisory, every rating is traceable to a moment in the interview, and a human can override any of them. The audit trail records who changed what.
What is the difference between async and live interviews?
Async (one-way) interviews let a candidate record answers on their own time, which is how you screen a large applicant pool without booking slots. Live rooms are for the later stages, where a panel scores against the same scorecard in real time. Both land in the same candidate record.
Can we use our own interview questions?
Yes. Question banks are yours to write and reuse, and each question is tied to the competency it tests. You can start from the generated set for a role and edit it, or import the bank your team already uses.
How does this connect to the rest of hiring?
Interview intelligence is part of the same platform as the ATS, so a scored interview updates the candidate's pipeline stage directly. There is no export step and no second system to reconcile.
Running a contingent bench as well? Vendor management scores agency submissions against these same interview stages. For a vertical view, see ATS by industry, or talk to us on the contact page.
See a real interview scored, end to end.
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