Solutions
Hire hundreds, and still judge each person by the same criteria
Applications spike in peak season, but interview slots do not. The AI Interviewer runs first interviews in parallel, and evaluations are generated against one shared set of criteria.
Challenge
What breaks first in high-volume hiring
The more applications arrive, the less time each one gets. Interview capacity, consistency of evaluation, and screening accuracy degrade in that order.
- Interview slots fill up, and candidates drop out while they wait
- Interviewers drafted in at short notice rate candidates differently
- The bar gets lowered just to get through the volume
01
Application
02
AI Screener
Analyses the CV and scores it against your criteria
03
AI interview
Send a URL; interviews run in parallel, 24/7
04
Evaluation generated
A score and its reasoning for each criterion
05
Final decision
Your hiring team
The three shaded steps are automated. The pass-or-fail decision is made by a person.
Solution
Run more interviews without adding interviewers
The AI Interviewer handles first interviews in parallel. Set the questions and evaluation criteria once per role, and every candidate meets the same conditions.
- Runs 24/7 and in parallel
- A score and its reasoning generated for each criterion
- Evaluation is based on what the candidate says
Related pages
More detail, by topic
With high volume, screening and first interviews are the first to back up. These pages cover each stage, how to read score distributions, and how to keep the candidate experience consistent as volume grows.
Assess every candidate against one standard, and refine it each year.
Hand first interviews to the AI and spend the time saved on final rounds.
More criteria do not mean more evidence →
Why scores bunch up, checked against public civil-service rating data.
Question design and AI interviewer behaviour →
Complaints cluster around how the conversation goes. Use interview records to improve the questions and how the AI interviewer behaves.
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
At what volume does this start to pay off?
At around 100 interviews, as a rule of thumb. That is roughly when there is enough data to tune the evaluation criteria meaningfully. The Flex plan also has a 100-interview minimum.
Can the criteria differ by role?
Yes. Register a job title and job description for each role, then set the questions and evaluation criteria for it.
Does the candidate need to prepare anything?
A browser is all they need. It works on desktop, smartphone and tablet, with no app to install.
Can we use it only during peak season?
Flex starts at 100 interviews, can be topped up in blocks of 10, and is valid for one year. You can buy enough for peak season and use it within the year. Only interviews candidates actually take are counted, so invitations that go unanswered cost nothing. See pricing details
Tell us about your peak-season hiring plan
Based on your expected application volume and roles, we will show which steps can be automated. Free, about 30 minutes.