Step 1: Set up the vacancy.
Add the role, prepare your questions and criteria, and upload CVs or connect your company mailbox.
What changes in your first round?
Before
- First-round callsCalls arranged manually
- Your timeScheduling, interviewing and writing notes
- First interviewCoordinating calendars by email
- What you keepSeparate interview notes
With Aptitude HR
- First-round callsScheduling links and AI-led spoken interviews
- Your timeReviewing scores, answers and supporting evidence
- First interviewCandidates choose from available interview times
- What you keepTranscript, evidence-backed report and camera recording where required by the vacancy
Compare the steps in your current process with a connected first-round workflow.
Explore your potential savingsWhat gets in the way of a good first conversation?
Five things that quietly eat a hiring manager's week.
Give your team more room to hear candidates and review their experience.
7.5 hrsof calls, scheduling and notes for ten 45-minute first-round screens
Work out what screening costs youCVs keep piling up. Your time doesn’t.
Applications arrive while interviews, follow-ups and everyday HR work compete for the same hours.
A missed call. A potential match left unheard.
A promising candidate misses your call. Before you can reconnect, other hiring tasks take over.
Scheduling becomes another task.
Finding a shared time adds exchanges before the interview even starts.
Interview one feels different from interview ten.
Maintaining the same attention across repeated conversations takes effort.
Same vacancy. Different questions.
Without shared criteria, different conversations can be difficult to compare.
Give your first round a shared structure.
Set up the vacancy, add candidates and define your questions and criteria. Aptitude HR connects CV scoring, scheduling and AI-led spoken interviews, then brings the answers and supporting evidence together for your team to review.
Less coordination. More room for informed decisions.
Bring structure to interviews
Combine shared vacancy questions and criteria with questions about individual experience.
Coordinate the first conversation
Let eligible candidates choose an available time, with reminders before their interview.
Review the evidence
Examine the answers and supporting evidence behind candidate scores.
Organise your CV review
Score applications against the vacancy and keep candidate information together.
Keep control of decisions
Use reports and recommendations to inform your review. Your team decides who moves forward.
Your first round, in three steps.
Step 2: Invite candidates to interview.
Candidates meeting the configured criteria receive a personal link, choose an available time and join through their browser.
Step 3: Review the evidence.
Compare scores, read supporting answers and decide who progresses to the next round.
Make the first round clear for candidates.
Give invited candidates a clear way to share their experience, understand the process and ask questions about your company.
- Choose from the interview times you offer.
- Understand the process before starting.
- Join through Chrome or Edge, with no app or account.
- Take time to think and ask questions.
- Resume after connection drops, without drops counting against them.
See the evidence behind the score.
Review seven scored qualities alongside supporting evidence, strengths, concerns and recommendations. Read the transcript, access camera recordings where required by the vacancy and share the PDF report with your hiring team.
ST
Sam TaylorSenior Backend Engineer · Round 1
Illustrative sample8.3Overall
Recommendation: HireCharacter 60%
Personality8.4
Attitude8.8
Leadership7.6
Skills 40%
Communication8.5
Technical skill7.8
Handling pressure8.2
Clarity8.6
Walked through consumer lag and the regional partitioning fix step by step, in plain words.
Leadership examples were about their own work more than guiding others. Worth probing in round 2.
Transcript Recording PDF report
Support for the people managing your hiring.
Coordinate the first round alongside your other HR responsibilities.
Manage application volume and bring interview evidence together.
Structure your first round when hiring is one of many responsibilities.
Share candidate reports with supporting evidence for client review.
Organise CV review, scheduling and interviews across busy recruitment periods.
Structured interviews. Reviewable scores. Human decisions.
- Hiring decisions remain with your team.
- Shared vacancy criteria combine with candidate-specific questions.
- Candidate scores include supporting evidence.
- Candidates see the privacy notice and interview rules before starting.
- Privacy tools support data requests, erasure and retention settings.
Plans
Choose a plan for your interview volume.
Plans start at US$100 per month for 750 interview minutes. Every plan includes voice interviews, evaluation, ranking and reports.
Starter
Your first round, done for you.
$100$1,000a montha year
Save $200 a year
750 interview minutes a month(about 38 voice interviews of 20 minutes)
- 1 super admin and 1 recruiter, 5 open vacancies
- Score alerts and scheduled reports (add-on)
- Video interviewer: the realistic presenter or your photo avatar (add-on)
Growth
Most popularEvery round, every panel, one place.
$250$2,500a montha year
Save $500 a year
2,250 interview minutes a month(about 113 voice interviews of 20 minutes)
- 4 team members, 15 open vacancies
- Interview rounds 2 and later, panels on any round and panel scoring
- CV anomaly checks and questions to candidates
- Background check
- Score alerts and scheduled reports
- Video interviewer: the realistic presenter or your photo avatar
Scale
For high-volume hiring teams.
$500$5,000a montha year
Save $1,000 a year
4,800 interview minutes a month(about 240 voice interviews of 20 minutes)
- 8 team members, 30 open vacancies
- Interview rounds 2 and later, panels on any round and panel scoring
- CV anomaly checks and questions to candidates
- Background check
- Score alerts and scheduled reports
- Video interviewer: the realistic presenter or your photo avatar
Enterprise
Built around your hiring.
Custom
Your own minutes, every feature, yearly contracts paid by card or invoice.
Prices are in US dollars. Minutes reset each billing month and don’t roll over. Yearly plans receive their minutes month by month.
Questions
Does Aptitude HR make hiring decisions?
No. It provides scores, evidence and recommendations. Your team decides who is hired and who is rejected, and sets any pass marks that move candidates on.
What happens during the interview?
An AI interviewer holds a live spoken conversation using vacancy questions, follow-ups and questions based on the candidate’s CV.
Do candidates need an app?
No. Candidates join through Chrome or Edge using their personal interview link.
Can we use our own questions?
Yes. Prepare your own questions, edit AI-drafted suggestions or combine both.
What happens if the connection drops?
Candidates can resume up to three times. Connection drops are never held against them.
Can we try it first?
The trial includes 100 interview minutes with Growth features for 30 days. A card is required, and the trial does not automatically convert to a paid plan. A minute with the video interviewer uses 2 minutes, on the trial and on every plan.
Your next shortlist could be ready by Friday.
Set up one role, invite your applicants and read the ranked results. 100 free interview minutes to use within 30 days.
Card needed to start. Nothing is charged until you choose a plan.