Every candidate gets a real interview. Your team meets the best.
Aptitude HR runs your first-round interviews with an AI interviewer that listens, follows up and keeps time. Every candidate is scored the same way, so your shortlist is ready when you are.
- Runs in the candidate's browser
- Your questions, your criteria
- Evidence behind every score
- InterviewerHi Sam, thanks for joining. About six questions, then time for yours. Ready when you are.
- SamReady. Thanks for having me.
- InterviewerTell me about a system you're proud of. What did you build, and what was your part?
- SamI led moving our order pipeline to event streaming, so checkout stopped waiting on the warehouse.
The first round is where hiring slows down
It's the most repetitive part of hiring, and the part that decides who your team ever gets to meet.
Screening eats the week
Every first call is half an hour of the same questions, and it lands on the people who should be closing hires.
Every interviewer asks differently
One person digs into technical depth, another chats about the weekend. The notes don't compare, so neither do the candidates.
Good people don't wait
When the calendar is full, strong candidates sit in a queue for days, and the best ones accept another offer first.
From vacancy to shortlist in four steps
Set it up once per role. After that, interviews run whenever candidates are ready.
- 01
Create the vacancy
Add the job description and your questions, or let Aptitude HR draft them. Choose how hard to push and which qualities matter most.
- 02
Bring in candidates
Upload CVs, a whole .zip at once, or let applications arrive in your mailbox. Each CV is read and scored against the role.
- 03
They interview in the browser
Candidates book a time and talk to the AI interviewer. It listens, follows up and keeps the clock, by voice or with a video face.
- 04
Shortlist from evidence
Every candidate is scored the same way, with the transcript and recording behind each score. Your dashboard ranks them.
An interviewer that actually listens
Not a form with a microphone. A conversation that adapts to what the candidate says, probes vague answers and gives quieter people the time they need.
- Real turn-taking: it waits for the candidate to finish, and stops when they interrupt.
- Room to think on long answers, without the candidate being cut off mid-thought.
- Asks your prepared questions, plus two about the experience in their CV, and follows up.
- Answers the candidate's own questions from your company's knowledge base.
- Voice only, or a video interviewer with your own face and background.
- A dropped connection picks up where it left off. It never counts against anyone.
- Welcome and the rulesWhat to expect, how long, what's allowed
- Their experienceTwo questions written from their CV
- Your questionsPrepared questions with follow-upsIn progress
- Their questionsAnswered from your knowledge base
- Wrap-upNext steps, and the report is written
Character 60%
Skills 40%
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.
Scored the same way, every time
Right after the call, Aptitude HR reads the full transcript and scores seven qualities, each backed by what the candidate actually said.
- Personality, attitude and leadership, plus communication, technical skill, handling pressure and clarity.
- The overall score is calculated in code from those scores, so it compares fairly across candidates.
- Weight what matters for each role. The interviewer probes those qualities harder, too.
- Strengths, concerns, an answer-by-answer summary, the transcript, the recording and a PDF to share.
From CV to first day, in one place
The interview is the centre, not the whole story. Everything around it is built in, so nothing lives in a spreadsheet.
CVs that read themselves
Each CV is scored against the job description. Gaps, short stays and overlapping jobs are flagged, and the candidate can explain them on a private page.
Booking without back-and-forth
Candidates over your CV threshold get three times that fit your hours and capacity, with reminders before they start.
Later rounds with your panel
Round 2 and beyond with the people you choose. Each panelist gets a briefing, a calendar invite and a personal scorecard.
Join any interview live
Your team can listen in to a first round, and take the floor to ask their own question before handing back.
From hire to first day
Record the hire and joining date, and IT gets a new-hire checklist to work through until they're ready to onboard.
Roles that fit your company
Build your own roles and permissions, so each person sees exactly the vacancies, candidates and reports they need.
Built to be fair to candidates, and clear to your team
An AI interviewer is only useful if people trust it. These rules are enforced in the product, not just promised.
Same rules for everyone
Every candidate for a role gets the same questions, the same time and the same scoring.
The overall score is arithmetic
Aptitude HR scores each quality with evidence from the transcript. The overall is then calculated, never guessed.
Connection trouble is never a mark
Drops are shown as a neutral note. The candidate rejoins and the interview carries on.
People make the decision
Aptitude HR ranks and recommends. Only people on your team with the right to decide can hire or reject.
Everyone gets the part they need
Recruiters and HR
Stop running screening calls. Spend the time on the candidates who passed, and on closing them.
Hiring managers
Open a ranked list with evidence, not a pile of CVs. Join live when a role really matters.
Panels
Arrive at round 2 already briefed, then score from a link, even as a guest without an account.
Candidates
Interview at a time that suits them, in a conversation that gives everyone the same chance.
Questions teams ask us
What does the candidate need?
A browser, a microphone and a camera. They open the link from their invitation, allow access and start. There's nothing to install and no account to create.
Can we use our own questions?
Yes. Each vacancy has its own prepared questions, which you can write yourself or have Aptitude HR draft from the job description. If a vacancy has none, the interviewer asks five of its own, shaped by the qualities you care about most.
How is the score worked out?
After the interview, Aptitude HR scores seven qualities from 0 to 10, each with evidence quoted from the transcript: personality, attitude, leadership, communication, technical skill, handling pressure and clarity. The overall score is calculated from those in code (60% character, 40% skills by default), and you can weight any quality up or down for a vacancy.
Does the AI decide who gets hired?
No. It ranks candidates and recommends. You can set a pass mark that moves strong candidates on to booking the next round by themselves, but hiring and rejecting are always done by people on your team who have that permission.
What if the candidate's connection drops?
The page reconnects by itself, or the candidate opens the same link again, and the interviewer carries on from where they were. Drops are kept as a neutral note in the report and never affect a score.
Can our team watch or take part?
Yes. Your team can join a first-round interview live, and ask a question of their own: the interviewer hands over when the candidate finishes their answer and takes back when you're done. Later rounds run with your own panel.
Do emails come from us?
Connect your Microsoft 365 or Gmail mailbox and invitations, reminders and booking links go out from it, with your logo. Applications that arrive there are matched to your open vacancies too.
What about cheating?
Candidates hear the rules before they begin. Rule breaks their page reports and inappropriate conduct are both recorded, two of either end the interview, and the report shows what happened.
Bring your next vacancy. We'll run its first round with you.
In a demo we set up one of your real roles, run an interview end to end and walk through the report it produces.