In these early-ish days of using AI in recruiting, we’re still very much in the toe-dipping phase — just slowly testing the waters of where and how to use interview automation in safe, smart ways.
Now we’re wading into full AI-led phone screening. And while it might seem “too early” to some, I think we’re right on time. In fact, I would argue that phone screening has been ripe for change for some time now. It’s one of the most manual, time-consuming, and inconsistent parts of hiring. It’s slow, laborious, and unpredictable.
It’s never been done efficiently or effectively. And it rarely adds value for recruiting teams or candidates.
We wanted to change that.
So we built our own AI interviewer. Let me show you how it works.
The problem today is that recruiters are expected to review hundreds of applications, schedule calls across time zones, ask the “right” questions with 100% consistency across every candidate, take detailed notes while being engaging and personable, evaluate candidates evenly and fairly in the face of thousands of potential variables — all while moving fast enough to not to lose top talent.
And that’s just your average Tuesday.
Even the best teams struggle to do this well at scale. Text-based application questions help, but they’re limited. You lose tone. You lose depth. You lose context. And candidates often provide short, surface-level answers.
Live phone screens can offer richer insight, but they don’t scale. And the reality is that they also introduce bias, inconsistency, and scheduling delays due to humans being humans. Talent leaders are stuck choosing between efficiency and quality.
You shouldn’t have to.
Our AI Interviewer automates the phone screening process in a way that’s purely additive. It delivers consistent, informative, personalized interviews at scale, for every candidate, for any type of role.
Here’s how our AI interviewer tool works in plain terms:
For candidates, there’s no downside — it feels like a standard phone screen in terms of length and scope, while giving them even more autonomy over scheduling. And for recruiters, it provides instant insights that help them make better hiring decisions.
Let’s take a closer look under the hood. We designed our AI interviewer to be easily configurable and personalized for recruiters to use, and seamless and simple for candidates to engage with. It’s lightweight on the front end, while being robust and data-rich on the backend.
Here are a few of my favorite interview features:
Voice-based, conversational interviews. This isn’t some rudimentary robot or chatbot asking for written responses. Candidates speak naturally. They explain their experience in their own words. Recruiters can review the video and hear tone, clarity, and confidence — things you simply can’t get from text answers.
That alone creates a more human experience and richer early-stage signal.
Structured, role-specific, generated questions. You define what matters for the role. The AI interviewer asks consistent, structured questions tailored to your job requirements. Every candidate answers the same core questions. That creates fairer comparisons, reduces bias, and decreases variability between recruiters.
You’re not relying on memory or personal style to drive the conversation.
Automated analysis, rankings, and summaries. After the interview, hiring teams don’t have to sift through raw recordings. The platform organizes candidate responses into clear summaries aligned to your criteria.
You get:
Built-in consistency at scale. When candidate volume spikes, quality usually drops. Recruiters are human, after all. Our AI interviewer maintains the same structure, tone, and depth for every candidate — whether you’re screening 20 people or 2,000. That’s especially critical for high-volume hiring, early career recruiting, and distributed teams.
Faster time to qualify candidates. Because there’s no scheduling bottleneck, candidates complete interviews quickly, often within hours of applying. Recruiters can review results immediately and move strong candidates forward faster.
In competitive hiring markets, speed matters. A lot.
This is the concern we hear most often. Will candidates feel like they’re talking to a robot? Will this hurt our employer brand? Are we removing humans from hiring?
All valid. But here’s what we’ve learned:
Candidates appreciate speed and clarity. They like being able to complete job interviews on their own time. And many prefer speaking over typing long written responses.
And this isn’t a case of trying to fix something that isn’t broken. The current screening process doesn’t work. It never has, really. Humans already come with built-in biases. They’re unpredictable, and only get less efficient at scale. Phone screening is actually the exact kind of task ripe for AI automation — AI is fantastic at doing consistent, repeatable actions at scale in a way that is fair, compliant, and helps reduce bias for candidates.
Our AI interviewer is designed to be safe and candidate-friendly. It grades off the transcript only, removing any bias around how a candidate looks or sounds. And we leverage a panel of AI agents that balance each other out and work together to produce one final report, just like humans do.
Yes, this is a bit more advanced than automating simple, binary, text-based conversations. But the tech is ready for it.
And your recruiting teams and candidates are, too.
Our AI interviewer drastically improves the critical first step in the hiring process so your team can invest more time in meaningful conversations later. Instead of spending 30 minutes asking basic qualification questions, recruiters can spend that time digging deeper with the most promising candidates.
The goal isn’t less human hiring. It’s better human hiring.
Talent acquisition leaders are being asked to do more with less. More roles. More applicants. More pressure to move fast. More expectations around fairness and quality. Manual phone screening doesn’t scale. Text-only screening doesn’t provide enough signal. And inconsistent early evaluations create downstream problems.
Our AI interviewer offers a practical middle ground. It’s scalable, structured, voice-based, insight-driven, and designed around real recruiting workflows. It automates the repetitive part of hiring while elevating the quality of information you gather early on.
And that changes the entire funnel.
Hiring isn’t getting simpler. Volume isn’t going down. Expectations aren’t shrinking.
The teams that thrive will be the ones that use technology thoughtfully — automating what should be automated, and doubling down on human connection where it truly counts.
That’s the future we’re building toward.