Interview everyone who applied.
A video interview on the candidate's phone. Your questions are asked, the candidate answers, and the AI scores every answer.
You never interviewed most of them.
Four hundred people apply. Your team has time for twenty calls. The other three hundred and eighty are sorted on their CV alone, and that goes wrong in two directions.
A good candidate gets cut
Someone who could have done the job well is dropped because their CV did not read as well as somebody else's. You never find out.
A bad candidate gets through
Anyone can paste your job description into an AI and get back a CV that matches it. It clears the CV sort every time. They still cannot do the job.
What it does
A real interview, on their phone
The candidate opens a link and answers on camera. No install, no desktop, no scheduling back and forth.
Your questions
You set the questions for the role. The candidate answers them on camera, one at a time.
It asks what the CV leaves out
Anything your job description asks for that the candidate's CV does not answer is turned into a question in their interview, automatically.
Every answer scored
Not just captured. Each answer is scored on its own, with the reasoning attached, so you can see why a score landed where it did.
The first round stops being rationed
Send it to every applicant rather than the twenty you had time for. The people you would have skipped are the point.
Runs while you sleep
Applications arriving overnight are interviewed overnight, in parallel, without anybody sitting on a call.
Cheating detection
The video is watched while it runs. A second voice, a second face, or answers read off another screen are flagged in the report.
A CV can now be written by AI in a minute.
Paste a job description into an AI and it will write a CV that matches it. That CV gets through your filters, because it was built from the same thing your filters check. It does not tell you whether the person can do the job. Watching them answer questions about their own work does.
Spend it however you like. Over 15 minutes it counts as two interviews, and 30 minutes is the limit.
Each answer gets its own score and the reasoning behind it, so a review is reading rather than watching.
A second voice, a second face, or answers read off another screen are flagged in the report.
Four steps to a scored interview.
An email goes out
Every applicant gets an email with a link to their interview. The link has an expiry date on it.
They take it when they like
The candidate opens the link on their phone and does the interview whenever suits them. Eleven at night, six in the morning, a Sunday. Nobody has to be free at the other end.
The AI assesses it
Once the interview is submitted, the AI works through what the candidate said, answer by answer.
It comes back scored
Every answer gets a score with the reasoning attached, so you can see why it landed where it did.
No slots to offer, no calls to arrange, no calendars to line up. Everyone who applied gets interviewed, and the interviews come back scored.
From application to
ranked shortlist
See how the Structured AI Interview takes every applicant through a scored video interview
Every applicant gets an interview
Everyone who applied gets an interview. Nobody is cut for being further down the list.
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Why it is worth doing
The CV stopped being evidence
A candidate can generate a CV from your job description in a minute, and it will match, because that is what it was built from. What somebody says on camera about work they actually did is a different thing entirely.
Volume is not a tradeoff
It costs the same per person whether you interview four people or four hundred. So you never have to stop and pick who is worth an interview and who is not. Everybody who applied gets one.
Scored, not just recorded
A pile of videos is still a pile. Every answer comes back with a score and the reasoning behind it, so the review is reading rather than watching.
Where it earns its place
High-volume roles
When hundreds apply to one posting and the first round is the bottleneck, this is the round that scales.
Small teams
When there is nobody free to run first interviews, every applicant still gets one.
Candidates who are working
Somebody already in a job does not have to find a slot in a recruiter's calendar or take an hour off work. They can do the interview at eleven at night, at six in the morning, or on a Sunday. Nobody has to be awake at the other end.
Stop choosing who gets an interview.
Let the Structured AI Interview run the first round for everyone who applied, so your team opens a shortlist with the reasoning already attached.