Solutions
Run staffing registration interviews 24/7
Registrants don’t have to wait, and coordinators aren’t buried in interviews. The AI Interviewer handles the first registration interview, and evaluations are generated against one shared set of criteria.
Challenge
In registration interviews, timing matters more than volume
In staffing, people register with an agency before they are offered assignments, and the time between applying and the registration interview feeds straight into how many people register. People looking for their next role while still in work find it hard to get away during weekday working hours, which are exactly the hours coordinators work.
- A gap opens between application and interview, and another agency signs them first
- Evening and weekend requests go unmet, and you lose the candidates who are currently employed
- Criteria differ by branch, so the same background is rated differently by different coordinators
- Interviews fill the diary, leaving coordinators no time for the work that leads to placements
01
Application
A registrant applies
02
AI Screener
Scored against your criteria
03
AI interview
Runs 24/7 and in parallel
04
Evaluation generated
A score and its reasoning for each criterion
05
Final decision
Coordinator
The three shaded steps are automated. The pass-or-fail decision is made by a person. Identity verification and the statement of working conditions are carried out by a coordinator, as before.
Solution
Interview at any hour, with the same criteria at every branch
The AI Interviewer runs 24/7 and handles interviews in parallel. Registrants come in from the URL they are sent or a QR code on your job page or a poster, hear the AI explain how registration and pay work, and take the interview whenever they like. Every branch uses the same questions and evaluation criteria, which keeps variation between coordinators down.
- No scheduling back-and-forth; the interview can happen the day they apply
- Evening and weekend requests are met on the same terms
- A score and its reasoning are recorded for each criterion
- Coordinators can focus on the final decision and on matching
Show the numbers
| Month | Interviews |
|---|---|
| Sep ’25 | 36 |
| Oct ’25 | 38 |
| Nov ’25 | 29 |
| Dec ’25 | 44 |
| Jan ’26 | 35 |
| Feb ’26 | 29 |
| Mar ’26 | 28 |
| Apr ’26 | 46 |
| May ’26 | 49 |
| Jun ’26 | 33 |
| Jul ’26 | 24 |
| Aug ’26 | 34 |
425 interviews over the period. The busiest month was May 2026, with 49.
Results
A PE portfolio company and a listed staffing group
WHAT THEY DID
A general staffing group focused on manufacturing, engineering and sales. Candidate volume was unusually high, which is what led to a full rollout of Proomi.
RESULT
Automated the hiring process mainly from CV screening through to first interviews. Hiring cost fell 32% while hiring speed rose 28%.
WHAT THEY DID
Automated much of the hiring process with AI interviews. Setting the evaluation criteria and questions in advance made interviews transparent and consistent.
RESULT
They introduced 24/7 AI interviews, running interviews at night and in parallel. This shortened lead times and cut screening and interview workload, reducing hiring costs by 30% while improving hiring speed and the number of hires.
Figures measured at the companies concerned. They are not a guarantee of results.
Related pages
More detail, by topic
Registration interviews face the same problems whatever the type of employment. These pages cover contractors and agencies, how scoring works, and how to improve the registrant’s experience.
Contractor registration interviews →
For contractor roles in shops, get applicants to the interview on the day they apply.
Choose an AI interview tool that can explain its scores →
How to check what the AI reads and the standard it scores against.
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
Do registrants accept an AI interview?
Asked whether they would consider an AI interviewer rather than a person, 89% of respondents in their twenties said yes, with 84% in their thirties and 63% in their forties (our own 2024 survey, 612 respondents). The main reasons given were the absence of bias and harassment, and the fact that everyone is held to the same standard.
What information is the evaluation based on?
Evaluation is based on what the candidate says. Non-verbal signals such as facial expression, tone of voice and speaking pace are not used. This is in line with the EU AI Act, which bans emotion recognition in the workplace in most cases.
Does the AI decide who is hired?
No. The AI does not decide. The coordinator makes the pass-or-fail decision, and the score is one input to it.
What about identity verification and the statement of working conditions?
A coordinator handles them separately from the AI interview. Proomi covers the first registration interview and the evaluation; procedures required under the Worker Dispatch Act stay with your own staff, as before.
Can we try it at only some branches or for some roles?
Yes. Whether someone is interviewed by a person or sent to the AI is decided at an earlier step in your hiring workflow.
Is the interview recorded?
Every interview is recorded and the audio is transcribed. The recording, the transcript, and the score and reasoning for each criterion all stay available in the admin console.
Can it connect to our existing systems?
CSV/Excel-based integration with an existing ATS is supported. API integration is also supported; please ask us what is available.
Can the evaluation criteria be tuned to our organisation?
Yes. It is not a system that learns by itself; you calibrate the evaluation criteria using your own past data. You can do this yourself, or we can work alongside you.
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.
How much does it cost?
Flex starts at 100 interviews, and you can top up in blocks of 10. Around 100 interviews is roughly when there is enough data for the efficiency gains to show. For steady use there is Starter (240 interviews a year), and for high-volume hiring, Growth (500 a year). Only interviews actually taken are counted; unused invitations are not. See pricing details
Walk us through your current registration interview process
We will follow your current flow and show where the AI interview fits. Free, about 30 minutes.