Every candidate gets a real interview. Every score shows its evidence.

It is a real interview, run by an agent rather than a person. It builds a plan from the role, the job description and the level, then asks, listens and follows up — choosing each next question from what the candidate just said and where the evidence is still thin. Answers are scored as they happen, against the skill the question was asked to test.

No. It replaces the first screen — the repetitive half-hour that gets skipped or rushed at volume. Your interviewers still make the call, but they meet a shortlist built on evidence rather than on who happened to get a slot.

Recruiters set the role and the bar; the agent does the volume; the transcript and scores come back for review. Nobody is asked to trust a number they cannot open — every score links to the answer that produced it, so a recruiter can disagree with it in seconds rather than re-running the interview.

Every applicant is interviewed, because there is no calendar to fill. Volume changes nothing about the depth each candidate gets — the same plan, the same scoring, the same evidence trail, whether it is 20 people or 2,000.

The interview adapts to every answer, so there is no fixed script to prepare against, and the follow-up is generated from what was just said. TrustOS runs face, gaze and liveness monitoring alongside. Rehearsed answers tend to show up as depth that collapses on the second probe.

Identity verification and integrity monitoring run through TrustOS — face matching, liveness and gaze checks during the session, flagged on the report rather than silently failing a candidate. A flag is evidence for a human to review, not an automatic rejection.

Closer to a conversation than a form. They sit it when it suits them, in text, audio or video, and the questions respond to what they actually said rather than marching through a list. They get a full interview instead of being filtered out by a keyword before anyone spoke to them.

Any role where the skills can be named. The question plan is built from the role's skill profile, so engineering, sales, operations, finance and support all work the same way. There is a dedicated communication track (listening, reading, speaking and writing) for language-heavy roles.

Most score the interview and stop. Ours is a measurement instrument: the result is a banded level per skill with a confidence bound and the evidence attached, and it becomes a lasting skill record rather than a one-off hiring artefact. The same measurement is then used for mobility, succession and development.

Every score is anchored to the excerpt that earned it, with provenance, and the ability estimate is IRT-calibrated with a confidence bound. When a candidate asks why, the answer is a transcript rather than a recollection.

Every candidate gets the same calibrated interview and the same rubric, which removes the panel-to-panel variation that drives much of the inconsistency in hiring. Scoring is checked for bias and mapped to standards. If you need a formal independent bias audit for a specific jurisdiction, talk to us about it directly rather than assuming it is in place.

Through a unified connector for the major HRIS and ATS platforms, natively with Zoho Recruit, and over LTI 1.3 for learning systems. Anything else runs on a REST API and signed webhooks — start a session, get the result back.

Recordings, transcripts and integrity checks are covered by our privacy policy, which sets out what is captured, why, the legal basis, who it is shared with and the candidate's choices. On data residency we are led by you: the platform runs in AWS Mumbai by default, and where your rules require the data to stay in a particular region, we deploy there. Residency, retention and the controller relationship are all agreed as part of onboarding.

The work is defining the role and the bar, not the setup — once the skill profile for a role is agreed, that role can be interviewed against. We would rather scope a pilot on one live role with you than quote a timeline that ignores your approval process.

We will not quote you a number we have not measured in your organisation. What we will do is run the arithmetic on your own volumes and screening time, agree what success looks like before the pilot, and measure against it. Anything else is a brochure claim.

It becomes a dated skill proof on the person's record. The same measurement is then used for internal mobility, succession and development, rather than being thrown away once the offer is signed.