Step 01
Build Screening Journey
Lead with structured video interviews, then add assessments, scoring gates, and documents where they help.
Resumes tell you what candidates claim. Video shows you who they are.
Give every applicant a structured video interview before you schedule a call. Ask each question with an AI avatar, a real person on prerecorded video, or text—then use assessments to validate the skills that matter.
Video first. Evidence behind it.
One link captures how candidates communicate, what they know, and who deserves your live interview time.
Step 02
Send Candidate Link
One invite to all candidates—they complete it in their own time.
Step 03
See Candidates, Not Resumes
Collect video answers to prompts delivered by an AI avatar, your team on video, or clear on-screen text.
Step 04
Review Ranked Results
AI scores every response and places the strongest candidates at the top.
Make the first interview feel human—even when it's asynchronous.
Candidates see or read each question, think, and respond on video without calendars, phone screens, or inconsistent first-round conversations.
Candidates answer structured video questions from any device, on their own time.
Each prompt can come from an AI avatar, a prerecorded person, or text.
Skills assessments, knockout screens, and documents stay in the same journey.
Assessments confirm the signal. Your dashboard makes the decision clear.
Go beyond a raw test score with percentiles, weighted competencies, grade bands, integrity flags, knockout screening, side-by-side comparisons, and shortlist actions.
Video transcripts, rubric scores, assessment results, and integrity signals arrive together.
Rank, compare, shortlist, and benchmark candidates without spreadsheet work.
Use assessments for proof. Use video to understand how candidates actually think and communicate.
Interview fewer people. Hire only the best.
Set up your first role and see who deserves the live interview as soon as the responses come in.