Business & Marketing

Candidate Screening - AI-Powered Hiring & Assessment Platform

This system automates candidate evaluation through AI-driven video interviews and pre-built assessments

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Candidate Screening - AI-Powered Hiring & Assessment Platform screenshot

This system automates candidate evaluation through AI-driven video interviews and pre-built assessments. The system processes applicant responses in real time, delivering instant scoring without manual reviewer intervention. Companies can paste job board links from Indeed or LinkedIn directly into the interface, and the AI vetting engine analyzes applicants against those specific requirements.

The technical architecture supports three response formats: video recordings, text submissions, and multiple choice selections. An AI assistant pre-screens these responses before human review, applying customizable criteria that hiring teams define upfront. The scoring mechanism uses goal-based algorithms that map individual skills to performance indicators, generating predictive success scores for each candidate. Teams can adjust skill weighting to prioritize certain competencies over others depending on role requirements.

The system includes over a hundred assessment tests spanning personality traits and professional skills. These tests feed into a built-in applicant tracking system that handles candidate notifications automatically. Teams access shared scorecards with granular permission controls, allowing different stakeholders to review specific portions of candidate data. The tagging system lets multiple reviewers annotate applications, creating feedback loops that inform historical analysis over time.

Integration happens through open APIs that connect to Greenhouse, Workday, monday.com, and dozens of other ATS solutions. The system supports white-label deployment, meaning other hiring platforms use this technology under their own branding. This architecture explains how the company positions itself as a backend provider for multiple customer-facing brands.

Video retention policies vary substantially by subscription tier. The Starter plan at 139 dollars monthly includes 15 interviews with 30-day video storage. SME tier costs 349 dollars monthly for 50 interviews and 60-day retention. Business plan runs 629 dollars monthly with 150 interviews and 90-day storage. The Unlimited plan costs 2099 dollars monthly with no interview caps and 180-day video retention. All tiers include AI test validation, custom branding, advanced analytics, ATS integration, corporate domain support, and premium support access.

The company reports usage by over 1000 businesses and claims hiring process acceleration up to 70 percent. They also state employee retention improvements within three months, though the methodology behind these metrics isn't specified.

Technical constraints center on interview volume caps. Even the Business tier stops at 150 monthly interviews, which could bottleneck high-volume recruiting operations. Video storage limits mean older interview data gets purged automatically, potentially losing valuable comparison data for long-term hiring pattern analysis. The Starter plan's 30-day retention window is particularly restrictive for companies with extended hiring cycles.

The system offers global candidate search with time zone matching, useful for distributed teams. Performance mapping between different skill sets helps identify candidates who excel in adjacent competencies, though this requires sufficient historical data to generate meaningful correlations. The system's flexibility comes from customizable rules and open API access, letting technical teams build specialized workflows around the core screening engine. Companies needing unique assessment criteria can configure their own screening parameters rather than relying solely on pre-built tests.

Frequently asked

7 questions

How does AI screening actually evaluate candidates?

The system processes candidate responses through three input types: video recordings, text submissions, and multiple choice answers. An AI assistant applies pre-configured screening criteria to these responses before human reviewers see them, scoring candidates against job requirements you've defined upfront. The scoring engine uses goal-based algorithms that map individual skills to performance indicators, then generates predictive success scores by weighting certain competencies over others. When you paste a job link from Indeed or LinkedIn, the vetting engine analyzes applicants specifically against those posted requirements rather than generic criteria.

Does Candidate Screening have a free plan?

There's no free plan, but a trial period is available before committing to paid tiers. The entry point costs $139 monthly for the Starter plan, which includes 15 interviews and 30-day video retention. This positions considerably lower than many competitors, partly because the company operates as a white-label provider that other hiring platforms use under the hood. All paid tiers include AI validation, custom branding, ATS integration, and premium support from the start.

What are the interview limits on each plan?

Starter allows 15 monthly interviews, SME supports 50, Business caps at 150, and Unlimited removes the restriction entirely at $2,099 monthly. Video retention also scales with price: 30 days for Starter, 60 for SME, 90 for Business, and 180 for Unlimited. High-volume recruiting operations will hit the Business tier's 150-interview ceiling quickly, forcing either workflow adjustments or an upgrade to Unlimited. Once videos exceed retention windows, the system purges them automatically, which can disrupt long-term hiring pattern analysis.

Can this integrate with my existing ATS?

The platform connects to Greenhouse, Workday, monday.com, and dozens of other applicant tracking systems through open APIs. Integration architecture lets you push candidate data, assessment results, and scoring into your current workflow without manual transfers. The API access is available across all pricing tiers, so even Starter plan users can build custom connections. Technical teams can configure specialized workflows around the core screening engine using flexible rules and the open API structure.

What happens if I need more than 150 interviews per month but can't afford the Unlimited plan?

The Business plan's 150-interview cap creates a significant gap before the $2,099 Unlimited tier, with no intermediate option between $629 and $2,099 monthly. Companies screening 200-300 candidates monthly face either restricting their hiring volume or quadrupling their subscription cost. The system doesn't offer interview rollover or one-time capacity boosts, so unused interviews from slow months don't carry forward. This pricing structure works well for predictable hiring volumes but penalizes businesses with seasonal or project-based recruitment spikes.

How does the AI assistant pre-screen responses before human review?

The AI assistant applies customizable screening criteria you define upfront, filtering candidate responses against those parameters before reviewers see applications. It processes video, text, and multiple choice submissions through the same evaluation framework, scoring responses based on skill-to-skill performance mapping. The system generates shared scorecards that multiple team members can access with granular permission controls, letting different stakeholders review specific data portions. Feedback loops from reviewer annotations feed into historical analysis, theoretically improving screening accuracy over time as the system learns from your team's decisions.

Is this good for small businesses with limited HR staff?

Small businesses represent a primary target user, especially those needing to accelerate hiring without dedicated recruitment teams. The $139 Starter plan handles 15 monthly interviews with automated candidate notifications and instant AI scoring, removing manual screening workload. Pre-built assessment tests covering personality and professional skills eliminate the need to design evaluations from scratch. The company claims up to 70 percent faster hiring processes, though that figure likely varies based on previous workflow efficiency and role complexity.