Fair to candidates. Clear to your team. In your control.
An AI interviewer is only worth using if candidates and hiring teams can trust it. These are the rules the product enforces.
Fair assessment
The same structure and the same arithmetic for every candidate.
Same interview for everyone
Each candidate for a vacancy gets its questions, its intensity and its time. Follow-ups adapt to answers, not to people.
Evidence for every score
Each quality is scored with quotes from the transcript, so anyone can check why. With too little evidence, it isn't scored.
Overall in code
The overall score is calculated from the individual scores by a fixed rule, never written by the model.
Drops never count
A dropped connection is a neutral note in the report. It never affects a score, and the candidate can rejoin.
Independent panel scores
Panelists see only their own scores until a decision, so nobody anchors on a colleague's opinion.
Integrity
Clear rules, applied the same way, and a human at the end.
Rules up front
Candidates hear the rules before they begin, including when a team member may join live.
Rule breaks recorded
Rule breaks and inappropriate conduct are logged with the interview. Two of either end it, enforced by the system.
Only what the candidate shared
Background checks follow only the links in the candidate's own CV. LinkedIn is never scraped; it's listed for you to open.
People decide
The AI ranks and recommends. Hiring and rejecting take a person on your team with the permission to decide.
Your data and access
Your company sees its own data, and each person only what their role allows.
Roles you define
Every request is checked against the user's role. Anything without an explicit rule is refused.
Strong sign-in
Passwords of at least 12 characters, set by their owner from a single-use link. Sign-in is rate limited.
Links that can't be reused
Interview, booking and password links are single use or expire. Password links are stored only as hashes.
Mailbox kept to candidates
From a connected mailbox, only emails to or from your candidates are stored. Mail is never changed or deleted.
Support access you can see
If our support team views your account, it's read-only, time-limited, needs a reason, and is listed for your admins.
Organised per company
CVs, recordings and reports live in your company's own folder, with every report version kept.
Sessions end when they should
Changing or resetting a password signs out every other session at once.
Your candidates' data
Candidates know how their data is used, can ask about it, and your company decides how long it is kept.
A notice everywhere
Every interview, booking and CV questions page links to your company's privacy notice, and so does every email to a candidate. Candidates accept it before their interview starts.
Candidates can ask
From the notice, a candidate can ask for a copy of their data, a correction, erasure, a person to review a decision, or that their data isn't used. They confirm it from their email first.
Answered within a month
Each request shows your team who it matches and how many days are left, with reminders before the month runs out.
A copy they can download
A candidate's copy holds their details, interviews and files in one download, from a link that works once.
Erasure across everything
Erasing someone removes them from every record and file your company holds: applications, interviews, recordings, emails and reports. Scores stay without a name, so your numbers don't change.
Retention you set
Your company sets how long data is kept. By default: candidates not hired, 12 months after their last activity; recordings, 6 months; CV emails never placed, 6 months; removed candidates, 30 days.
Running a security review? Bring your questionnaire to a demo and we'll go through how each of these works in detail.
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.