For employers › AI interviews
Every candidate gets
a real first round.
Structured voice and avatar interviews that run at any hour, scored against the role and returned with a full transcript. Your recruiters spend their time on the shortlist, not the screening calls.
How a round runs
01
Define the criteria
Questions and scoring rubric are generated from the job description, then edited by your team.
02
Define the criteria
One link, no scheduling. Candidates complete the round whenever suits them, in any time zone.
03
Define the criteria
Voice or on screen avatar, asking the same core questions of everyone, with follow ups where answers are thin.
04
Define the criteria
Scores per criterion, a summary, and the full transcript. Your recruiter makes the call.
Why teams turn it on
Screening time collapses
The first round stops being a calendar problem. Recruiters review completed interviews instead of chasing phone slots.
Consistent evaluation
Same questions, same rubric, every candidate. Comparisons are like for like rather than dependent on who screened them.
Wider top of funnel
Because capacity is no longer the constraint, more applicants get a genuine first round instead of a resume rejection.
Better candidate experience
No waiting a week for a screening call. Candidates complete the round on their own schedule and move forward faster.
Full audit trail
Every interview, score and decision is recorded and documented, which matters when a hiring process is questioned.
In the same pipeline
Interviews sit on the candidate record inside the ATS, not in a separate tool nobody remembers to check.
AI screens. People decide.
JobsAI does not auto reject candidates. Every score comes with the transcript and the reasoning behind it, so a human can check the evidence and disagree. Employers remain responsible for their hiring decisions and for compliance with employment and anti discrimination law in their jurisdiction, including any rules covering automated tools in hiring.
AI interview questions
Does the AI reject candidates automatically?
No. It scores and summarises, your team decides. Every score comes with the transcript and the reasoning, so a recruiter can review the evidence and overrule it.
Voice or avatar, which should we use?
Voice is faster and less intimidating for high volume roles. The on screen avatar suits customer facing and senior roles where presence matters. You can run either per job.
Can we write our own questions?
Yes. The platform drafts questions and a scoring rubric from the job description, and your team edits, adds or removes anything before the round goes live.
What do candidates need?
A browser and a microphone, or a camera for avatar rounds. No install, no account setup, no scheduling back and forth.
How does this affect compliance?
Every candidate answers the same core questions against the same rubric, and each interview is recorded with a transcript and audit trail. Employers remain responsible for compliance with the employment law that applies to them.
Run one on a live role
Bring a job order to the demo and we will build the rubric and run an interview end to end.