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.
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.
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.
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:
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?
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.
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.
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.
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.
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).
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 
BrightHire
Revenue Recruiter, SalesLoft
Senior Recruiter, Better
Founder, Diverse Recruiting Experts
