Define · Interview · Score · Recruiter reviews
How to screen candidates with an AI interview agent
Set the role and a structured rubric, and the AI interview agent runs the first-round screening interview over voice or video. It asks role-tailored questions, asks smart follow-ups, scores every answer against your rubric, and hands recruiters a ranked shortlist with full transcripts. Here is exactly how it works, from rubric to shortlist, with a recruiter making every final decision.
Candidate consent and clear AI disclosure before every interview. Structured, rubric-based scoring that is bias-audited for fairness aligned to EEOC and NYC Local Law 144. The AI advances candidates to recruiter review and never auto-hires or auto-rejects.
First-round screening, end to end
How to screen candidates in four steps
The agent handles the repetitive first-round interviews so your recruiters spend their time on the shortlist. You set the rubric, the AI does the interviewing and scoring, and a human makes every hiring decision.
01 / DEFINE
Define the role and rubric
Pick the role and set the structured rubric the AI scores against. You choose the questions, the competencies that matter, and how each answer is weighted, so every candidate is measured on the same job-related criteria.
02 / INTERVIEW
Candidates interview with the AI
Each candidate gives consent and sees a clear disclosure that they are interviewing with an AI before it starts. The agent asks your role-tailored questions over voice or video and asks smart follow-ups when an answer needs more.
03 / SCORE
The AI scores against your rubric
Every answer is scored against your structured rubric, with a full transcript and highlights captured. Scoring is rubric-based and bias-audited for fairness aligned to EEOC and NYC Local Law 144, with no face or personality pseudoscience.
04 / REVIEW
Recruiters review the shortlist
Recruiters open a ranked shortlist with scores, transcripts and highlights, and make every final call. The AI only advances candidates to recruiter review. A human stays in the loop and no one is hired or rejected automatically.
See it for yourself
Watch the agent run a screening interview
Run it and watch the agent ask a role-tailored question, ask a smart follow-up, score the answer against the rubric, and add the candidate to a ranked shortlist with a transcript and highlights, ready for a recruiter to review.
- The candidate consents and sees a clear AI disclosure before the interview begins
- The agent asks role-tailored questions and smart follow-ups over voice or video
- Each answer is scored against your structured rubric, with a full transcript and highlights
- Candidates are ranked into a shortlist and advanced to a recruiter for the final decision
First-round interview
Candidate consented · AI-conducted00:00 · AI Interviewer
Run the sample interview to watch the AI ask, follow up and score against your rubric.
Scored report
RubricThe report assembles after the interview: overall score, rubric, highlights and a recommendation. You make the final call.
Highlights
Recommendation only · a recruiter makes the final decision
Ranked shortlist
Live, interactive · consent-first · no signup needed
Structured & consistent · bias-audited (EEOC / NYC Local Law 144) · you make the final call
Across the whole first round
One agent interviews, scores and shortlists candidates
The same agent runs every stage of the first round, so you are not stitching a scheduling tool to an assessment tool to a spreadsheet. Recruiters keep the final say at every step.
Automated screening interviews
Every applicant gets a fair, consistent first-round interview the moment they apply, over voice or video, with consent and a clear AI disclosure first. No more phone-screen backlog or candidates waiting days for a callback.
Rubric-based scoring
Answers are scored against the structured rubric you set, so candidates are compared on the same job-related criteria. Scoring is bias-audited for fairness aligned to EEOC and NYC Local Law 144.
Ranked shortlist
Scored candidates are ranked into a shortlist with transcripts and highlights, and advanced to recruiter review. The agent never hires or rejects on its own, a recruiter makes every final call.
What changes when the AI runs the first round
Screen faster, interview every applicant, keep recruiters in control
When the agent runs first-round screening at scale instead of your team running phone screens one at a time, the time-to-shortlist drops and no qualified applicant gets missed.
Cut time-to-shortlist
First-round interviews happen the moment candidates apply instead of waiting in a queue, so recruiters get a ranked shortlist in hours, not weeks.
Interview 100% of applicants
Every applicant gets the same fair, structured first-round interview, so strong candidates in a high-volume pipeline never slip through because no one had time to call them.
Fairer, structured scoring
Consistent rubric-based scoring that is bias-audited for fairness aligned to EEOC and NYC Local Law 144 replaces gut-feel phone screens, with a full transcript on every interview.
Recruiters keep the decision
The agent advances candidates to recruiter review and never auto-hires or auto-rejects, so your team makes every offer with the full context in front of them.
InterviewAgent.ai is decision-support for your recruiters. The AI scores and shortlists, people decide. It does not make hiring decisions on its own.
Go deeper
Explore how each part of screening works
Give every applicant a fair first-round interview over voice or video, with consent and AI disclosure first.
ExploreScore every answer against your structured rubric, bias-audited for fairness aligned to EEOC and NYC Local Law 144.
ExploreHand recruiters a ranked shortlist with transcripts and highlights. The AI advances candidates, people decide.
ExploreStop running phone screens by hand. Let the AI screen your candidates.
Set your rubric and the agent runs first-round interviews, scores every answer, and hands recruiters a ranked shortlist. Candidates consent and the AI is disclosed up front, and your recruiters make every final decision.
Consent & AI disclosure up front · Bias-audited, rubric-based scoring · Recruiter makes the final call