Interview intelligence is a complete transformation of the hiring process. It unlocks valuable data from every interview conversation and brings that information to the center of important hiring decisions. The resulting experience is faster, more insightful, and less biased.

This data-driven step change in hiring is especially impactful for companies who are scaling quickly and looking to embrace modern hiring practices. Hiring teams can use Interview Intelligence to better determine what “great” sounds like, retain important context from candidate conversations, share interviews across teams, and better understand which interview inputs lead to better hiring outcomes.

Interview Intelligence also creates an unparalleled experience for candidates, who appreciate less distracted interviewers, increased objectivity, and faster interview cycles.

Interview Intelligence doesn’t offload important hiring decisions to AI, but it uses AI technology to uplevel the interview experience and help hiring teams be more collaborative and objective.

Why is hiring broken?

Hiring is one of the most important decisions a company makes. Every new hire has the potential to affect a company, both financially and culturally, for years to come. Unfortunately, hiring is often based upon decades-old processes that are inconsistent, biased, and slow.

The benefits of Interview Intelligence

Interview Intelligence modernizes hiring for everyone involved in the process:

Interviewers are able to more easily connect with candidates, and focus less on note taking or repeating questions from a previous interview.

Hiring teams can use a candidate’s actual words to make a decision, which decreases the likelihood that bias sneaks into the process. Every conversation can be reviewed, compared, and shared across the hiring team to accelerate alignment and increase confidence in hiring decisions.

Candidates have the reassurance that hiring decisions will be made based on their own words, not an interviewer’s selective memory. They also appreciate not having to re-answer the same questions in every interview.

Talent teams can return to the interviews of previous candidates and use them to jumpstart the hiring process for future roles. Interview recordings also help accelerate new recruiter ramp, and give interviewers a better understanding of what “great” looks like from both sides of the interview.

Interview Intelligence unlocks a whole new data source

Hiding inside every interview is valuable data, but this data is often overlooked, misunderstood, or forgotten. Interview Intelligence makes it possible to retain, organize, and share interview data in a way that was never possible before.

Interview Intelligence:

  • Companies hire faster, with more confidence
  • Candidates get the experience they deserve

What are some of the questions that can be answered using Interview Intelligence?

Who is speaking more, the interviewer or candidate?

Was the conversation balanced between participants, or was it one-sided?

Were important topics like “diversity, teamwork, or motivation” mentioned?

How does participant demographics (for example, gender identity) affect the flow and balance of the interview?

Who is participating in the most interviews across a hiring team?

5 ways that Interview Intelligence transforms the candidate experience

Richer conversations
Interviewers are better prepared and no longer distracted by note-taking.

Faster interview cycles
Asynchronous reviews and better alignment help reduce candidate wait time.

Better synchronization
Candidates no longer have to answer the same questions over and over.

Increased confidence
Candidates are assured that hiring decisions reflect their own merits, not selective memory.

More opportunities
Recruiters can recommend the recordings of prior candidates who might be a better fit in a different role.

5 questions to ask when choosing an Interview Intelligence platform

  1. How well does the platform integrate with our ATS?

    The best Interview Intelligence platforms work seamlessly with your company’s existing Applicant Tracking System. Opt for a platform that adapts to existing workflows rather than requiring that users conform to the platform.

  2. How long will it take to get up and running?

    Much of the value from Interview Intelligence is rooted in the collaboration it enables, so you should look for a platform that prioritizes quick implementation and easy cross-team adoption.

  3. How well does the platform balance utility with privacy?

    When evaluating Interview Intelligence solutions, it’s critical to confirm that the platform is dedicated to the privacy of candidate data. This includes providing granular levels of access to users and full transparency to candidates.

  4. Has the platform demonstrated a commitment to data security?

    Every platform that has access to personal or company data should demonstrate their commitment to security best-practices. Give priority to platforms that have completed an independent audit to confirm their security policies and procedures (SOC 2 is one industry-leading example).

  5. Who at my company can access the platform?

    Not only does this ensure that every team member can fully collaborate around hiring decisions, but it also opens the door to additional use cases. (For example, those in product roles can listen to an interview clip to get an authentic look at how the product is perceived in the market.)

Recruiters Heart image BrightHire

Rachel Clark

Revenue Recruiter, SalesLoft

Seth Nun

Senior Recruiter, Better

Cody Horton

Founder, Diverse Recruiting Experts

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