1,000 applications.
4 interviews.
996 people ghosted.
That is what hiring looks like now. The applications bury you, you interview a handful, and everyone else hears nothing. It costs you good candidates you never saw, and it costs you your reputation as an employer.
InterviewPilot interviews every single applicant for you. You read what they actually said, and you decide.
I'd keep it synchronous. It's one extra hop of latency but you get an error the user can act on, and a queue here would just move the failure somewhere nobody is watching.
If I can't reproduce it locally I stop trying to. I go to the logs, find the request id, then work backwards from the first thing that looks wrong rather than the thing that crashed.
Every score carries the answer it came from. No recommendation, no verdict — a person reads this and decides, and their name goes on the outcome.
See it work
Ninety seconds from a pasted job description to ranked candidates with quoted evidence.
Product walkthrough
90 seconds from job description to ranked, quoted evidence. Prefer to see it live? Write to us and we will walk you through it on a call.
The median opening draws more CVs than any team can read. So almost none get read.
Source: HiringThing, 2025Parsers reject on formatting, gaps and keywords. None of that is the same thing as ability.
Source: HiringThing, 2025Most candidates hear nothing even after showing up. They learn nothing they could act on next time, and they remember who did that.
Source: Glozo, 2026How it works
Four steps, and you keep the last one.
Describe the role
Paste the job description you'd post anywhere else. We draft the questions and a scoring rubric from it. You read both and edit them before anything goes live.
Send candidates in
Share one apply link on your careers page or job board, or paste the pile already sitting in your inbox. Everyone gets the same interview.
What you actually get
Not a shortlist handed down by a model. The evidence to build one yourself, and to defend it afterwards.
Spoken interviews, not forms
A real-time voice conversation that asks your questions and follows up on the answers. Candidates take it whenever suits them, in one of seven languages.
Scored against your rubric
You define what good looks like once, per role. Every candidate is graded on the same dimensions, which is the only way a ranking means anything.
Quoted evidence, always
Every score carries the candidate's own words underneath it, so you can disagree with the number instead of trusting it.
A shortlist you can argue with
- Same questions, same rubric, every candidate, so the ranking means something
- Scores tied to quoted answers, never a bare number
- Full transcript kept for 180 days, then deleted automatically
- Integrity flags surfaced for review, never acted on automatically
- Every decision recorded against the person who made it
The reason they turn up
Your interviews are secured.
Practice ones aren't.
We run two different interviews on purpose. Anyone can rehearse here as much as they like — pause, look things up, retry, get it wrong. That interview is consequence-free and nothing about it is monitored, because rehearsal should be.
Yours is not that interview. When the result affects whether someone gets a job, the candidate accepts a clear set of rules first and the session is watched for the things that would make it unfair on everyone who played it straight.
Leaving the tab
Every switch away is recorded with how long it lasted. Short interruptions are ignored — a notification isn't a visit elsewhere.
Fullscreen
The interview asks for fullscreen so leaving it is deliberate rather than accidental. Exiting is noted.
What it deliberately doesn't do
The constraints are the product. They're why candidates trust it, and why you can defend it.
It doesn't reject anyone
There is no automatic rejection anywhere in the product, and no setting that adds one. Every outcome carries the name of the person who chose it.
It doesn't tell you who to hire
You get scores against your own rubric and the quotes behind them. The judgement stays yours, which is also what keeps it defensible.
It doesn't leave people in silence
Everyone who finishes an interview can get a report on how they did. It costs you nothing, and it's why candidates are willing to sit one.
Pay per interview, not per seat.
Twenty interviews free: enough to clear one real shortlist. After that from $49 a month, with unlimited seats and roles.
Before you commit
Every company is reviewed by a person before it can collect applications, usually quickly. AI in hiring is also regulated, reasonably so: depending on where your candidates are, you may have obligations around notice, bias auditing and record-keeping. We keep the audit trail and the transcripts you'd need, and we'll tell you plainly what we don't cover rather than after you've built a pipeline on it.
Start with the pile you already have.
Paste the applications sitting in your inbox and watch what comes back.