Intervieux conducts async first-round interviews and delivers a scored shortlist so your recruiting team can focus on the people who matter.
"We posted 80 applicants and had a call list in two days. For the first time I actually felt confident about who made the cut." R.O., TA Lead, early-access pilot
At 20 minutes per screen, 400 applicants is 133 hours of recruiter time before a single hiring-manager meeting is scheduled. Most teams solve this by screening fewer people, which means the candidate who applied on page three never gets a look.
Intervieux gives every applicant the same structured interview, scored against your rubric, without adding a calendar block. Your team sees the shortlist and the evidence behind it. Not 400 transcripts.
Upload your existing rubric or answer five questions to build one. Intervieux converts it into the structured scoring logic the system will apply to every answer, consistently.
Each applicant gets a link and answers 4 to 6 questions on their own time, via text or voice. No scheduling. No coordination. Most complete within 48 hours of the job going live.
You get a ranked list with a score per rubric dimension and the answer excerpt that drove it. Call the top 6. The other 394 have been fairly evaluated and ranked, not discarded.
Live Demo
T. Okafor
t.ok@exam•••.com
Question 2
Describe a sourcing campaign where you had to reach candidates outside your usual channels. What did you try and what did you learn?
Candidate response
For a niche fintech role we exhausted LinkedIn quickly. I ran a targeted newsletter sponsorship in a fintech community Slack and posted a thread in a relevant subreddit. Response rate was 3x our LinkedIn apply rate. Biggest learning: sourcing channel quality tracks community specificity.
Dimension scores
"We used to spend two full days on phone screens before a single hire decision. Now we spend two hours reviewing the shortlist. The quality of candidates who reach interviews has gone up, not down."
Priya M., Talent Acquisition Lead
300-person logistics company, early-access pilot
"I was skeptical that the system could apply our rubric. It caught three candidates our initial resume screen would have missed. People whose resumes were weaker but whose answers were exactly what we needed."
David R., HR Operations Manager
Multi-site retailer, early-access pilot
Volume-based pricing, no seat fees. See full plan details
Starter
50 interviews per month
Growth
200 interviews per month
Scale
600 interviews per month
Set up a role, configure your rubric, and see a scored shortlist before paying anything. Up to 30 candidates screened at no cost.
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