Give your recruiters their week back
Every applicant gets a real first interview. You get a short written brief on each one — evidence in their own words, no score, no ranking. Your team reads instead of screening.
Take it yourself on your own phone before you show it to a single candidate. No sign-up, nothing installed.
Your week back
First-round calls are the bottleneck you cannot hire your way out of. They now happen without anyone booking a slot, and your recruiters spend the time on the conversations that need a human.
A shortlist you can defend
Every candidate answers the same published questions, so what comes back is comparable. When a hiring manager says the shortlist is weak, you have the evidence rather than a recollection.
The good ones stop slipping through
Career changers, non-linear paths, people whose CV conventions don’t match your ATS — they get asked instead of skimmed past. What they said is what you judge.
The position
240 people applied.
Eight got a conversation.
The other 232 were sorted by formatting.
Nobody chose that. There is no version of the week where a team of three phones 240 people, so the shortlist gets built from keywords, layout, and who applied first — and the good ones who write a bad CV are gone before anyone hears them.
We didn’t build a faster sorter. We built the conversation — for all 240 — and we hand you what was actually said. You still choose. You just choose from evidence instead of formatting.
100%
of applicants interviewed, not just the ones who survived a skim
24/7
interviews run on the candidate’s own phone, at whatever hour suits them — nobody has to be free at the same time
0
scores, rankings, or automatic rejections. Ever.
Three steps. Then you’re reading, not screening.
Setting it up — once per role
Paste the job post. The interview writes itself.
Questions written for the actual role, each tied to the one thing it’s there to test. Cut what you’d never ask, add what we missed, publish. From then on it’s frozen, so what comes back is comparable.
See how a screen is builtWhile your team does something else
Everyone gets the same questions, asked the same way.
At most five questions, one follow-up each. Candidates take it on their own phone at whatever hour suits them, so a hundred first rounds can happen overnight without anyone booking a slot.
See the candidate sideWhat lands on your desk
A brief you can act on in ninety seconds.
One line of evidence per criterion, in the candidate’s own words, each linked to the moment they said it. The questions worth pushing on when you call them. And where the interview didn’t settle something, it says “not assessable” instead of guessing.
Open a real briefWhat we refuse to build
A number out of 100 is not an answer.
It’s a guess with a decimal point — and the fastest way to build a hiring process you cannot defend to a candidate, a tribunal, or yourself.
So we don’t produce one. You get what was said, and you decide.
Who it changes the week for
Three people get their week back.
The recruiter
Stops reading 240 CVs to find eight.
The hiring manager
Gets eight briefs instead of eight hunches.
The candidate
Finally gets asked, instead of ignored.
We are new, and we would rather say so.
There is no wall of customer logos on this page because we have not earned one yet. What we can offer instead is the thing itself: three real interviews on one of your open roles, free, and the briefs that come back. Judge it on those.
Where the data goes
Trust your legal team can read.
Candidate voice is the most sensitive data an HR stack touches. Four commitments, written the way your legal team would want to read them.
Interview audio is stored in the EU
Where processing happens outside the EU it runs under the European Commission’s standard contractual clauses — and every sub-processor is named to the candidate before the first question, not buried in an annexe.
Recordings deleted after ninety days
Transcripts and briefs follow at twelve months, on a sweep that runs daily. Production refuses to start if that retention is switched off, so there is no quiet archive you forgot you were keeping.
The candidate is told first
Before the first question they are told they are speaking to an AI, what is kept, for how long, and how to have it erased. Recording the audio is a separate, optional consent — off unless they give it.
No automated decisions
The system cannot recommend a rejection — it can only say call, review, or that it could not tell. Every outcome on your process is an action taken by a named human.
Every applicant heard.
Every decision still yours.
Bring one open role. Leave the call with a live interview link.