Solutions
Speak to every candidate who registers
A recruitment consultant can only meet so many people. The AI handles the first interview, and what it learns is recorded field by field.
The problem
They register, and no one ever gets in touch
There are far more registrations than consultants. Each consultant covers a limited set of roles and can hold only a handful of interviews a day. So some people register and months pass without a single conversation. From the candidate’s side, it simply looks like the agency never got back to them.
- A gap opens between registering and the first interview, and another agency places them first
- Registrants outside a consultant’s own patch are never contacted at all
- Interviews only happen on weekday afternoons, so candidates who are already working drop out
- What was discussed stays with one consultant and cannot be used when a different role opens
- Going back to registrants who went quiet costs more effort than it returns
01
Registration
A candidate signs up
02
AI Screener
CVs scored against your criteria
03
AI first interview
Runs 24/7 and in parallel
04
Intake structured
Preferences, experience and motivation recorded as fields
05
Roles proposed
Consultant
The three shaded steps start the moment someone registers. Proposing roles and putting candidates forward to employers stay with the consultant, as before.
Solution
Lift the ceiling on how many you can meet, and keep what you hear
The AI interview runs at night and at weekends, and handles any number of people at once. Candidates follow a link and take it whenever suits them. What it learns is filed field by field, so it is still there when the consultant changes or when a different role opens months later.
- The first interview can happen the day they register
- Registrants outside a consultant’s patch are interviewed against the same criteria
- Preferences, experience and motivation are stored as fields you can search
- Past registrants can be re-approached with no extra effort
- Consultants spend their time proposing roles and working with employers
First interview record (example screen)
Intake complete — no roles proposed yet
Target salary¥5.0–5.5M
Currently ¥4.6M. Says autonomy matters more than the figure
Location and working patternGreater Tokyo / up to 2 days in the office
Family reasons: does not need fully remote, cannot do fully on-site
TimingWithin 3–6 months
Handover at the current employer. No pressing reason to rush
For the consultant
Pin down what “autonomy” actually means
They said “Most of my work is running things that have already been decided. I don’t get to decide much myself.”
Not yet asked Which decisions they want to own — budget, headcount or direction
Related pages
More detail, by topic
First interviews at recruitment agencies have much in common with registration interviews at temp agencies and for self-employed contractors.
Staffing registration interviews →
Interview people signing up with a temp agency around the clock, with the same checks at every branch.
Contractor registration interviews →
For self-employed contractors working in salons and shops, get applicants to the interview on the day they apply.
How to choose an AI interview tool →
What to put in your comparison table, and why who owns the criteria decides which service fits.
AI interview services compared →
The leading services, sorted by what they optimise for and compared on questions, criteria and verification, using public information.
Frequently asked questions
Will candidates accept an AI interview?
89% of people in their twenties, 84% in their thirties and 63% in their forties say they would consider an interview with an AI interviewer rather than a person (our own survey, 2024, 612 respondents). The reasons given are the absence of bias and harassment, and that everyone is held to the same standard. The preference for a human interviewer grows with age, so we will suggest where to draw the line for your candidates.
Does this replace the interview with a consultant?
No. The AI covers the first interview only. Proposing roles, putting candidates forward and helping them decide remain the consultant’s job. If anything, it helps: you meet the candidate with their preferences and background already in front of you, so you can get to a proposal in that first conversation.
Will candidates really discuss something like why they are leaving?
We tell the candidate before it starts that the interview is recorded and transcribed. Nothing is designed to press people into saying what they would rather not, and you decide which topics are covered. Sensitive topics can deliberately be left for the conversation with the consultant.
What information is the evaluation based on?
Only the content of the answers. Facial expression, tone of voice and speaking speed are not used. This is in line with the EU AI Act, which bans emotion recognition in the workplace in most cases.
How is what was said kept?
Every interview is recorded and transcribed, and sits alongside the field-by-field record of preferences, experience and motivation in the admin console. When a consultant changes, no one has to write a handover document from scratch.
Can the questions be tuned to our business?
They can. What is worth asking differs by sector, so questions and evaluation criteria can be set separately for each role or group of roles. You can do this yourselves, or we can work on it with you.
Can we try it in one area only?
Yes. You will need to decide in advance which candidates go to a consultant and which go to the AI interview. The best place to start is the areas where it is hardest to assign a consultant.
Can we use it on people who registered a long time ago?
Yes, and this is where results show most clearly. Going back to long-standing registrants one by one costs consultant time with no predictable return. With the AI interview you only send a link, and you are charged only for interviews candidates actually take, so a link that is never opened costs nothing. The more dormant registrants you hold, the sooner this pays off.
Does it pay to widen the net?
In agency work, widening the net costs little. You are not employing these people, and the cost of the AI interview depends on the number of interviews, so meeting more people does not add a fixed cost. Every candidate you reach who was out of reach before is extra opportunity.
Can it connect to our existing systems?
We support CSV/Excel-based integration with your existing ATS, and API integration as well. Ask us about your particular setup.
Does the candidate need to prepare anything?
All they need is a browser on a PC, phone or tablet; there is no app to install. Candidates who are already working can fit it in whenever they have time.
How much does it cost?
Flex is the easiest way to start: you begin with at least 100 interviews and can top up in blocks of 10. Around 100 interviews is also when results usually start to show. For steady use there is Starter (240 interviews a year), and where registrations are high, Growth (500 a year). See pricing details
Walk us through your current first interview process
We will follow your current flow and show where the AI interview fits. Free, about 30 minutes.