Built by a recruiter who lived the problem.
Intervieux started when Emily Cho spent three weeks screening 400 candidates for one operations role and decided there had to be a better way.
Why we built this
I spent years running high-volume recruiting for operations and logistics roles. The work was straightforward in theory: screen applicants, surface the ones worth a hiring manager's time, move fast. In practice it meant spending the first two weeks of every search on the phone with people I already knew, within the first five minutes, were not going to make the shortlist.
The clearest example was a single operations coordinator role where I screened 400 applicants. I built the rubric in my head: problem-solving under pressure, communication clarity, comfort with ambiguity. Good criteria. But applying them required 20 minutes per call, which meant 133 hours of scheduled calls before I could put a list together. I missed good candidates because I ran out of time. I advanced weak ones because they interviewed well in the first three minutes of a phone call.
Marcus and I started Intervieux in September 2024 to do one thing: apply your rubric to every applicant, consistently, without tying up your calendar. We are based in New York, angel-funded since November 2025, and we launched our first live product in November 2024. The company is two people right now. We read every support message and handle every onboarding ourselves.
Emily Cho, CEO and co-founder
The team
Emily Cho
CEO and Co-Founder
Emily is a talent-acquisition practitioner who spent years running high-volume recruiting programs for operations and logistics roles. She has personally managed hiring funnels of several hundred candidates for a single opening, which is the specific problem Intervieux was built to solve. She leads product direction and all customer relationships.
Marcus Osei
CTO and Co-Founder
Marcus comes from a distributed-systems background, with years spent building high-throughput data pipelines and structured evaluation engines. He designed the scoring logic layer that turns a raw interview transcript into a ranked shortlist and runs all product and infrastructure development at Intervieux.
How we think about automated screening.
Rubric first, not AI first
The scoring logic belongs to the recruiter, not the model. Intervieux applies what you define, consistently, to every candidate. We do not substitute our judgment for yours.
Consistency as a fairness tool
Every candidate gets the same questions, scored against the same rubric. The candidate who applied on day one and the one who applied on day twelve get evaluated the same way.
Shortlists, not decisions
Intervieux narrows the field. The hiring manager decides. We do not flag candidates as qualified or unqualified. We rank them on the dimensions you told us matter, and we show you the evidence behind every score.