How it works

After the employer creates a role, the next task is to choose a practical screening process. Recruiting teams can prepare structured interview questions that reflect the job requirements, invite candidates through an appropriate link and use a live AI interview for first-round conversations. The candidate sees the interview instructions and completes the configured journey from a supported device. A recruiter does not have to be present for every first-round conversation.

Once the interview is completed, reviewers examine the transcript, candidate responses and available analysis. If a candidate explains how they solved a difficult problem, the team can compare that example with the same criteria used for other applicants. AI candidate screening should provide context and help the team identify gaps for a follow-up discussion. It should not silently reject a person because of an opaque score.

The next step can be a human interview, a work sample or another employer-defined review. For large-volume recruitment, a reusable job link can organize many submissions; for individual roles, a private invitation may be more appropriate. Candidate data, privacy obligations, accessibility and the final hiring decision remain the employer's responsibility. Pricing is based on interview credits, not paid subscriptions to unlock core hiring features.