- Industry
- Human Resources
- Channels
- Voice · CRM / ATS
- Deploys
- Cloud, hybrid or on-premise
- Control
- Human approval where it matters
- Pilot
- Measured proof in 4 weeks
- Built on
- Voice Telephony Agent
Solutions/Human Resources/AI Interview Agent
IND-04Agent 02 of 03
AI Interview Agent
Speaks to every candidate the moment they apply — and lands a complete recruiter briefing ten seconds after they hang up.
8 minStructured voice interview
10 sTo a full CRM record
100+Interviews a day, in parallel
01 — The challenge today
Where the
time goes.
- Phone screens run back to back — 100 candidates means 100 blocked hours in the calendar.
- Notes are inconsistent; screening quality varies recruiter to recruiter and hour to hour.
- Manual data entry into the CRM delays shortlisting by days.
- Scoring criteria change per role, forcing the process to be rebuilt each time.
02 — How the agent works
It acts —
not just answers.
Every step runs inside your systems and under your rules — with a person approving anything that matters.
Conducts an 8-minute structured voice interview — experience, languages, shifts, commute, salary, notice period.
Runs calls in parallel — a hundred interviews a day is a scheduling question, not a constraint.
Ten seconds after hang-up, a full CRM row appears: Requirements Met score, Primary Disqualifier, communication rating and complete transcript — zero manual entry.
The six scoring requirements are configuration, not code — a new role means a new list, not a rebuild.
03 — Business value
What it
pays back.
Outcomes your team can measure — not a demo that never leaves the lab.
Outcome 01
No scheduling overhead
parallel calls mean 100 candidates don't need 100 time slots.
Outcome 02
Consistent scoring
every candidate measured against the same six requirements, every time, regardless of call volume.
Outcome 03
Recruiters start at round two
the shortlist arrives with scores, a Primary Disqualifier and the full transcript for every candidate.
Outcome 04
Role-agnostic by design
swap the requirement list for each new role; the scoring, CRM output and transcript follow automatically.
Your recruiters focus on the candidates worth meeting — the agent screens everyone else, in parallel, around the clock.
04 — Getting started
Proof in
four weeks.
We would rather prove one use case properly than describe five. Pick the process that hurts most — we will run it on your own data in four weeks.
Week 1 · Scope
One process, one team, one measure. Agree what “better” means — in hours, days or cost — and measure it before anything changes.
Weeks 2–3 · Shadow
The agent runs alongside your team on live work, with a person approving each action. Its output is compared honestly with what your team produced anyway.
Week 4 · Measure
Report against the baseline, agree the guardrails that stay and document what your team owns. Then decide whether the next process follows.
Three operating principles
Principle 01
Acts inside your systems
Works where the work already is — your core systems, documents, inboxes and channels. No new tool for your team to copy things into.
Principle 02
Bounded by your rules
Limits are set per process: what the agent may do on its own, what needs human approval and what it may never do. Anything outside the boundary goes to a person.
Principle 03
Reviewable and reversible
Every step is logged — what it read, what it changed, who was notified and when. Evidence you can use in audit and compliance reviews.
05 — FAQ
Questions,
answered.
The short answers buyers ask us most about the AI Interview Agent.
What does the AI Interview Agent do?
Speaks to every candidate the moment they apply — and lands a complete recruiter briefing ten seconds after they hang up. Conducts an 8-minute structured voice interview — experience, languages, shifts, commute, salary, notice period. Runs calls in parallel — a hundred interviews a day is a scheduling question, not a constraint.
Which problems does it solve for Human Resources teams?
Phone screens run back to back — 100 candidates means 100 blocked hours in the calendar. Notes are inconsistent; screening quality varies recruiter to recruiter and hour to hour. Manual data entry into the CRM delays shortlisting by days. Scoring criteria change per role, forcing the process to be rebuilt each time.
What business value can we expect?
No scheduling overhead: parallel calls mean 100 candidates don't need 100 time slots. Consistent scoring: every candidate measured against the same six requirements, every time, regardless of call volume. Recruiters start at round two: the shortlist arrives with scores, a Primary Disqualifier and the full transcript for every candidate. Role-agnostic by design: swap the requirement list for each new role; the scoring, CRM output and transcript follow automatically.
Does a person stay in control?
Yes. The agent works within limits you set for each process: what it may do on its own, what needs human approval and what it may never do. Every action is logged, reviewable and reversible.
How quickly can it be deployed, and where does it run?
Most teams start with a four-week pilot: scope one process in week 1, run the agent alongside your team with human approval in weeks 2–3, and measure the results against the baseline in week 4. It works across Voice · CRM / ATS, and can be deployed in the cloud, hybrid or fully on-premise.
06 — Explore
More for Human Resources.
Every agent can be combined, adapted or built from scratch around the way your business runs. See all 29 solutions →
HR AI AgentScreens every application, guides every new hire and answers every HR question — before the inbox overflows.
AI Interview AgentSpeaks to every candidate the moment they apply — and lands a complete recruiter briefing ten seconds after they hang up.
Agentic HR SystemsAgents that run HR operations end to end — leave, claims, onboarding, offboarding and compliance — across the systems you already use.
Your move
Specify
your agent.
Tell us the process that hurts most. We'll have an agent working on it within weeks.
Book a demo