Voice AI
for hiring,
without the
guesswork.
Resumes tell you who passed the filter. A 12-minute structured voice interview tells you who can think, listen, and explain. This is the field guide to running them at scale — fairly, compliantly, and at human quality.
Hiring shouldn't be a guess. Voice closes the gap.
For two decades, recruiting tooling has optimized the same step: filtering resumes faster. The actual bottleneck — the first conversation — has barely moved. It's still expensive, still inconsistent, and still gated by recruiter calendars.
Voice AI changes the math. A structured interview that used to require a 30-minute phone screen now runs as a 12-minute asynchronous session, transcribed and scored before the recruiter pours their second coffee.
This guide is for hiring leaders, recruiter ops, and engineering managers deciding whether — and how — to bring voice AI into their funnel. It is opinionated, regulation-aware, and free of the words “magic” or “seamless.”
Six chapters.
One honest take.
Three steps.
None of them are “talk to sales.”
Define
Upload a job description. Interviewer drafts a question set scored against the role. Edit anything. Lock it for the candidate cohort.
Invite
Send a single link. Candidates consent on-page (AIVIA-compliant), then run the interview when it works for them.
Score
Each response is transcribed, scored on communication, clarity, and engagement, and summarized for human review. No black box.
Compliance, by design.
Illinois AIVIA was the first US law to specifically regulate AI-mediated interviews. It isn't the last. Treat the strictest jurisdiction as your floor.
Three things every recorded interview platform must do. Interviewer ships them by default.
Explicit, informed consent
Not a pre-checked box at the bottom of a job application. A dedicated screen, before recording starts, that names the data collected, who sees it, and how long it's retained. We render it in plain English with checkmarks.
Decline as a first-class path
Candidates who decline must have a clear, blame-free way out. We capture an optional reason, log the decline, and never penalize the application — that's the law and the right thing.
Audit trail, not vibes
Every consent event is timestamped with IP and user agent. Every score is paired with the prompt and transcript that produced it. If a candidate (or a regulator) asks for the receipts, you have them.
Read it. Run it. Hire better.
96 pages, no email gate. Or skip ahead — book a 20-minute demo and we'll walk you through running structured voice interviews on your roles.