Custom dashboard
Pass rate by round · field sales · Aug 2026Pass rate · by round · field sales · August 2026
Interview round is the drop-off. Drill to the 6 competencies to see it is "closing", not language.
AI assessments for high-volume hiring
Interview every applicant tonight. Shortlist by morning.
AI voice and video interviews in 10 Indian languages, scored on your competency framework, proctored, and synced to your ATS. Your recruiters only meet the shortlist.
1M+ assessments scored · 20K+ people trained · 10 Indian languages, plus English
Trusted by
How a hire runs
Go from application to offer in days, not weeks
The profile that scores the interview also sets the training plan. Nothing is retyped between TA and L&D.
- 1
Apply, or get found
Your job board, your ATS, an apply-by-email address, or sourcing that finds people who never applied.
Day 0 - 2
Resume scored
0 to 100 on the criteria you weight. Below the bar stops here.
Seconds - 3
AI interview, then proctored rounds
In the candidate's language, at any hour. MCQ, coding, role play or a panel follow. Pass moves them on automatically.
Days 1 to 3 - 4
Scorecard to offer
Score, evidence, proctoring verdict and identity match, pushed to your ATS. Offer letter generated.
Day 4 - 5
Train and certify
Courses, role plays and simulations that open day by day. The weakest skill from the interview is the first lesson.
Day 1 onward
Recertify quarterly. Live calls are QA'd on the same rubric, so the score keeps moving after day one.
Features
Define the bar once. Every round holds candidates to it.
Write down what good looks like for a role and how much each skill matters. The interviewer asks to it, every round scores against it, and training closes the gaps it finds.
Give candidates a real interviewer, not a form
It speaks Hindi, Tamil, Kannada or any of ten Indian languages plus English. It listens and follows up. The camera stays on for proctoring, and you get one recording with the transcript beside it.
- Video, voice or text. A video avatar for the face-to-face round, voice for a candidate on a noisy phone line, text on request.
- Sounds local. A voice and pace per language. If the candidate switches language, so does the interviewer.
- Shows them things. Images and charts mid-interview, so "walk me through this dashboard" is a real question.
- Scores presence, not just words. The video is reviewed too, so how they came across counts.
Candidate screen
Ananya K. · Senior Sales Executive · Kannada · video avatar · question 4 of 7Interviewer · Meera · speaking
Identity ✓Ananya · camera and mic on
Interviewer"ಒಬ್ಬ ಗ್ರಾಹಕರು ನಿಮ್ಮ ಸ್ಪರ್ಧಿ ಇಪ್ಪತ್ತು ಶೇಕಡಾ ಕಡಿಮೆ ಬೆಲೆ ಹೇಳಿದ್ದಾರೆ ಎಂದರೆ, ಮುಂದೆ ನೀವು ಏನು ಹೇಳುತ್ತೀರಿ?" "A customer says your competitor quoted 20 percent lower. What do you say next?" · shown with the pricing sheet image
Ananya"ಮೊದಲು ಅವರ ಕೊಟೇಶನ್ನಲ್ಲಿ ಏನೇನು ಸೇರಿದೆ ಎಂದು ಕೇಳುತ್ತೇನೆ…" Live transcript · answering in Kannada · follow-up coming
One recording, one transcript, one score. The reviewer opens one video with the scored moments already marked on the timeline.
Screen every applicant before a recruiter dials
Send a link. The candidate is interviewed whenever suits them, in their language. Questions and audio are prepared in each language, so a Hindi interview is written in Hindi, not translated on the fly.
- Probes thin answers. A vague answer gets a follow-up before it is scored.
- Invite your way. An open link, a single-use link, an application form first, or as one round in a hiring pipeline.
- Never starts over. If the connection drops, the interview resumes where it stopped, with every answer kept.
- Any hour, any phone. Candidates interview at 11 pm from their phone. The scores are waiting for you at 9 am.
Interview session
Senior Sales Executive · Ananya K. · Kannada · 14 minInterviewer · question 4 of 7A customer says your competitor quoted 20 percent lower. What do you say next?
First I ask what the competitor's quote included, because usually the lower number drops the installation and the warranty. Then I compare the total cost across three years, not the sticker.
Follow-up · chosen by the interviewerAnd if the customer says the warranty does not matter to them?
Then I stop defending the warranty and ask what they will do when the unit fails in month eight. Most people have not thought about it.
Objection handling · level 4 of 5Anchor met: "reframes price to total cost and re-qualifies the objection"17 / 20
KannadaHindiTamilTeluguBengaliMarathiGujaratiMalayalamPunjabiOdiaEnglish
Every score links to the transcript lines that produced it. A candidate can contest it and a recruiter can check.
Watch candidates work, live
A real-time conversation with no lag, where the candidate can cut in. Ask them to share their screen, and the interviewer watches them build the pivot table, then asks why they built it that way.
- Questions follow the screen. The candidate is asked about a choice while they are still making it.
- Same rubric as recorded rounds, so candidates who took different routes still compare fairly.
- Human panels too. Video rooms with a waiting room, a host and a recording.
Live interview
Priya V. · screen shared · live voice · 00:14:22Interviewer observedTyped 6% growth straight into South instead of pointing at the assumptions sheet.00:13:48
Interviewer asked"Where would that 6 percent live if finance changes it next month?"00:14:02
Candidate answeredMoved the rate to its own cell and pointed the formula at it. Explained why, without being asked.00:14:20
No pausesit answers like a person would
Screen watchedasked about while they work
No restarta dropped call picks up where it stopped
Score the same way in every city
Start from our competency framework, built on a million assessments, and adapt it to your roles: the skills that matter, what good looks like at each level, and how much each one weighs. A 78 means the same thing in Pune and in Patna, in hiring and in training.
- Must-pass skills. Fail one and the whole round fails, however high the rest scored.
- Raise the bar safely. Interviews already under way keep the version they started on.
- Scores with context. Percentiles against the rest of the applicants, so you know whether a 76 is good.
- Recruiters can overrule the AI. Every correction is kept, so the rubric can be tuned closer to your bar.
Scorecard
Ananya K. · profile "Senior Sales Executive v3" · 6 weighted competencies| Competency | Level | Weight | Score |
|---|---|---|---|
Discovery questioning4 indicators · 5 levels"Asked what the competitor quote included before answering." | 25% | 22.0 | |
Objection handling3 indicators"Reframed price to three-year total cost." | 20% | 17.0 | |
Closing and next step2 indicators"Did not propose a follow-up date." | 20% | 9.5 | |
| Product knowledgeMCQ round 1 · 18 of 20 | 15% | 13.5 | |
| Written communicationMust pass to clear the round | Pass | 10% | 8.0 |
| CRM hygieneSoftware simulation · 2 wrong clicks | 10% | 6.0 | |
| Weighted total · 82nd percentile of 218 | 76.0 |
Certified ≥ 80Coach 70 to 79 · this candidateRetrain < 70
Same profile runs in training. Closing and next step becomes the first module in her day-one plan.
Catch proxies and cheating, with proof
A second face, eyes off the screen, a switched tab, a second monitor: each is caught with a timestamp and a snapshot. Face and voice are matched from the first minute to the last. You decide whether a violation ends the session or goes to a reviewer.
- You set how strict it is. Warnings allowed, how long counts as looking away. A shaky webcam is not a failed candidate.
- Fail or flag. A hard fail zeroes the score everywhere. A soft flag goes to a named reviewer.
- Your identity check or ours. Plug in the face-matching system you already run.
- Every round, not just interviews. MCQs and courses get camera and screen checks too.
Proctoring record
Priya V. · 16 min · outcome: review required- 00:00:00✓Identity verifiedSnapshot matched her reference photo · strong matchOK
- 00:04:12✓Environment checkOne screen · stayed full screen · same voice as at the startOK
- 00:09:401Looked away · 6 secondsEyes off the screen · warning 1 of 3 shown to the candidateWarned
- 00:14:222Second person in frameTwo faces for 4 seconds · snapshot kept · session allowed to run on, as you set itFlag
- 00:16:05✓Session completedScored normally · marked "proctoring review required" · assigned to R. MenonReview
00:00
00:05
00:10
00:14 · 2 people
Nothing here was decided by the AI alone. The flag, the snapshots and the score go to a named reviewer.
Rank every resume. Find who never applied.
Each resume gets a 0 to 100 fit score on the criteria you weight. Sourcing finds people who never applied, removes duplicates, and ranks them on the same scale as your applicants.
- Every inbox, one queue. Quick apply, bulk upload, forwarded emails, or an apply-by-email address per job.
- The right job for each resume. Every resume is matched to the roles it could fit, so good people stop landing in the wrong pipeline.
- Learns from your recruiters. Mark a miss and say why. The next search adjusts.
Sourcing run
Senior Sales Executive · 312 found · 96 after duplicates removed| Person | Found in | Fit | Triage |
|---|---|---|---|
| Mohammed FaisalArea Sales Manager · Bengaluru · 6 yrs | NJ | 77 | Added · invited |
| Kavya RameshTerritory Manager · Mysuru · 4 yrs | W | 74 | Shortlisted |
| Arjun NairSales Lead · Kochi · 7 yrs | NDW | 71 | Shortlisted |
| Deepa ShettyRetail Manager · Mangaluru · 9 yrs | J | 52 | Skipped · retail, not B2B |
What the AI took from your feedbackTwo skips said "retail, not B2B". The next run makes B2B or field sales a must-have and drops retail-chain titles.
Scored on the same rubric your applicants get. A 77 here is a 77 in the pipeline.
Move candidates forward automatically
Attach the rounds to a job: tests, interviews, simulations. A pass moves the candidate on, a fail stops them, and they always see where they stand and what comes next.
- Applying starts it. Every applicant is invited automatically, with reminders on your schedule.
- Overrides when you need them. Reopen one round for one candidate without touching the rest.
- Ends in a booked slot. Clearing every round opens booking for the panel, against real interviewer availability.
Candidate portal
ainterviews.com/assessments/… · Ananya K. · round 3 of 4✓Round 1 · Product knowledge MCQ20 questions · 25 min · camera on · passed at 90, bar 70Passed
✓Round 2 · AI interviewKannada · 14 min · scored 76 · proctoring cleanPassed
3Round 3 · two assessments, any orderBoth must clear · 2 attempts each · due ThursdayIn progress
✓Role play · angry customerScenario drawn at random · 82Done
▶CRM simulationAttempt 1 of 2 · 12 stepsResume
4Round 4 · Panel with hiring managerUnlocks on round 3 · pick a slot from R. Menon's calendarLocked
Auto-advance, auto-lock. Recruiters only see the exceptions: an override request, an expired attempt, a flag.
See how engineers work, not just what they ship
Coding runs in a real editor with your questions and test cases. In the AI-pair round, the candidate fixes a real codebase with an AI assistant, and you see exactly how they used it.
- Scores the how. Did they read the failing test first? Did they check the AI's code before accepting it?
- Randomised from your library, so answers do not leak between candidates.
- Beyond code. Spreadsheet rounds kept exactly as the candidate left them, and open-ended design problems solved with AI.
Working with AI
Backend engineer · task drawn from your library · 38 minChanges · 2 filesTerminalAI assistanta real codebase, nothing to install
api/limits.py - window = int(time.time()) + window = int(time.time()) // self.period + key = f"{client}:{window}" tests/test_limits.py + def test_burst_within_period(): + for _ in range(5): limiter.allow("c1") + assert limiter.allow("c1") is False
candidate › read tests/test_limits.py first candidate › why does the burst test 500? AI › the count resets every second, so a burst never adds up… candidate › fix it, keep the period configurable candidate › run pytest -k burst passed 3 · failed 0
Passhidden tests 9 of 9
4 / 5use of AI · read the test first
3 / 5checked the AI's work · accepted unread
Proctored like every other round. Large pastes and long idle gaps are logged next to the transcript.
Train every hire on the bar you hired them on
Video, quizzes, role plays, software simulations and tests that unlock day by day from each hire's own start date. The weakest skill from their interview decides what they learn first.
- Role plays that push back. Objections, angry customers, negotiations, with difficulty that adapts.
- Software simulations built from screenshots of your systems. Learn the CRM without touching live data.
- Every course, every language. Script, voiceover and video translated in one run.
- Certified at the end. A proctored test against the same profile hiring used.
Learner path
Store sales onboarding · Ananya K. · started Mon 7 Sep · day 3 of 14Day 1
VIDProduct story in 90 secondsHindi audio · 6 minDone
QZRange and pricing quiz18 of 20 · 2 attempts allowed90
Day 2
INTBuild a quoteInteractive lesson · scored as she goesDone
Day 3
RPRole play · "your competitor is 20% cheaper"Picked from her scorecard gap: closing and next stepAttempt 2
SIMLog the lead in CRM12 steps · 2 click trapsNext
Day 5
TESTCertification test · proctoredOpens Fri 11 Sep · certified at 80 on the profile hiring usedLocked
Recertification is just another lesson. Quarterly, against the current version of the role profile.
Ask for candidates in plain words
No filters, no exports. Describe who you want: the copilot finds them, writes the summary the hiring manager asked for, sends the message and books the slot.
- Search in plain words. "Passed round 2, speaks Kannada, three years in retail, not yet scheduled" is a query.
- Summaries for hiring managers. Strengths, gaps and the evidence, ready when the profile opens.
- Application forms that talk back. By voice or video, with the follow-up a recruiter would ask.
- Write the JD by talking. It asks the questions. The JD and rubric appear as you answer.
Recruiter copilot
Senior Sales Executive · Bengaluru · Rohit, TA leadWho passed round 2, speaks Kannada, has 3+ years in retail, and is not scheduled for the panel yet?
Three candidates match. All cleared round 2 above 75.
- Ananya KrishnanInterview 76 · 4 yrs retail · Kannada, English · free Thu and FriInvite
- Mohammed FaisalInterview 81 · 6 yrs retail · Hindi, Kannada · sourcedInvite
- Kavya RameshInterview 78 · 4 yrs retail · Kannada · resume 74Invite
Yes. And summarise Ananya for the hiring manager.
Ananya Krishnan, for R. Menon. Strong on discovery and objection handling: she reframed the price objection to three-year cost without prompting. The gap is closing: she did not propose a next step in the interview or the role play. Resume fit 84, product MCQ 18 of 20, proctoring clean. Recommend the panel, with one question on closing.
Sent · 3 booking links, KannadaSummary saved to her profile · visible to the hiring manager
Every answer links to the record behind it. The summary cites the transcript lines, so the hiring manager can check it in a click.
Set up hiring from your own AI assistant
Connect the AI assistant your team already uses. Ask it to set up hiring for a role, and it drafts the rubric, the interview, the test and the rounds. A person reviews them and turns them on.
- Sees only what its user sees. Switch it on per person, off any time.
- Everything on record. Who asked, what was drafted, who approved it.
- Anything a recruiter can do, from a prompt. Open a job, build the rounds, invite a batch, pull a report.
Set up hiring for Store Manager: resume above 60, then a Hindi or English interview, then the product MCQ. Which round loses the most candidates for field sales this quarter, and why? Build a dashboard of certification rate by trainer for August.
AI assistant, connected to Ainterviews
As Rohit · TA lead, South region · can read and draft, cannot publishSet up hiring for Store Manager, Chennai. Resume above 60, then an interview in Tamil or English, then the product MCQ. Push scores to our ATS.
Drafted four items and a round sequence from the job description on JOB-2291 and your "Retail manager" competency profile.
- Resume rubricStore Manager fit · 5 criteria · must-have: 3 yrs retail opsDraft
- Interview7 questions · Tamil, English · voice · flags a second personDraft
- TestProduct MCQ · 20 questions from your eyewear bank · pass 70Draft
- WorkflowWhen the rounds end, send the score to your ATSDraft
Sequence "Store Manager · Chennai" · 3 rounds Resume ≥ 60 → interview (any hour, 2 attempts) → MCQ (camera on). Applying to JOB-2291 starts it.
I cannot publish this. Open Sequences to review it and turn it on. The drafts are all linked there.Send every score to your ATS
Jobs, candidates and statuses sync both ways, and scores land where your recruiters already work. Everything else is a no-code workflow: when this happens, if that is true, do this. Not on the list? We connect it.
TurboHireDarwinboxGreenhouseRecruiteeAny major ATS or HRMSWhatsAppEmailCalendarsSpreadsheetsWhatever else you runSingle sign-on
Workflow
When the product MCQ ends · 1,204 runs · last one 2 min agoEventProduct MCQ · test endedAny candidate, any job using this testLive
Ifscore ≥ 70Your pass rule for this test
ThenInvite to the AI interviewPrivate link · reminder after 24 hoursSend the link on WhatsAppIn Tamil, with the interview link
ElseUpdate application status"Not selected · MCQ"Email the candidateA thank-you note, from the recruiter
AlwaysPush the score to your ATSInto your "AI score" field · every send recorded1,204 sent · 0 missed
Test it before you trust it. Run a past candidate through a changed workflow and see exactly what it would have done.
Report numbers everyone trusts
Hiring, assessment and training numbers, each defined once, so pass rate means the same thing in every meeting. Every number traces back to the sessions behind it.
- Ask for a dashboard in words. Review the draft, then publish it.
- One trend line per person across interviews, tests and training.
- Billing that matches. Usage reports built on the same numbers as the dashboard.
Who uses it
Built for everyone in the hiring loop
Talent acquisition
Jobs, rounds, sourcing, ATSPost a job and let the rounds run. Source people who never applied, rank them on the same score, and push results to your ATS.
Hiring managers and panels
Scorecards, evidence, the last roundMeet only the shortlist. Every scorecard shows the transcript behind each number, and the panel slot is already on your calendar.
Learning and development
Courses, role plays, simulations, certificationStart each hire's training from their interview gaps. Courses unlock day by day, in every language, and certify on the bar hiring used.
Operations and quality
Dashboards, audit, billingAudit any AI score against its evidence, follow each person from interview to training, and report from agreed numbers, not spreadsheet exports.
Trust
Your data stays yours. Every decision stays explainable.
Each person sees only what their role allows. Recordings are encrypted. Nothing is deleted, only switched off, so you can always show how a hiring decision was made.
Nothing crosses between organisations Roles: admin, editor, viewer, candidate Single sign-on and email login Candidates see only their own rounds Every AI action on the record Full history kept Recordings encrypted Settings you change yourself
See your own role interviewed, not a canned demo
Send us one job description. We build the rubric, the interview and a proctored round from it, and you spend 30 minutes watching your own role run, from the interview to the score in your ATS.
30 minutesyour JD on screen, not slides
Your languagewe interview in the one your candidates speak
You keep itthe rubric and interview stay in your account
In the half hour
- 1Your JD as a competency profileweights, anchors, certification band
- 2A live AI interview in your languagevoice, follow-ups, screen share if you like
- 3The scorecard, with the evidenceand the proctoring record beside it
- 4The score reaching your ATSany major ATS or HRMS
- 5Your questions, on your datasecurity, roles, rollout, pricing