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AI assessments for enterprise hiring

Hire with confidence. Every candidate assessed on your competency framework

Voice and video interviews, live assessments with screen share, MCQ, coding and role plays, all scored on a competency framework built for your roles. Proctoring on every round, transcript evidence behind every number, and the scorecard lands in your ATS. The hire then trains on the same bar.

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1M+ assessments scored · 20K+ people trained · 10 Indian languages, plus English

Voice, video, text10 Indian languages plus English, one score scale

Illustrative data. Names and scores on this page are examples, not customer records.

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How a hire runs

From application to certified employee on one record

The competency profile that scores the interview is the same one that sets the training bar. Nothing is retyped between hiring and L&D.

  1. 1

    Apply, or get found

    Your job board, an apply-by-email address, your ATS, or sourcing that goes and finds people who never applied.

    Day 0
  2. 2

    Resume scored

    Read and scored 0 to 100 on the criteria you weight. Below the bar stops here.

    Seconds
  3. 3

    AI interview, then proctored rounds

    Voice, video or text in the candidate's language, any hour. MCQ, coding, role play or a live panel follow, auto-advancing on pass.

    Days 1 to 3
  4. 4

    Scorecard to offer

    Weighted score with transcript evidence, proctoring verdict and identity match. Pushed to your ATS or HRMS. Offer letter generated.

    Day 4
  5. 5

    Train, certify, recertify

    Courses that open day by day, role plays, software simulations. The interview scorecard decides which gap the plan closes first.

    Day 1 onward
Recertify quarterly. Live calls are QA'd on the same rubric, so the score keeps moving after day one.

Features

Your competency framework is the spine. Every interview, test and course runs on it.

Define a role's competencies once with behavioural anchors and weights. The interviewer asks to them, every round is scored against them, proctoring protects them, and the training plan closes the gaps they expose.

A voice or video interviewer, not a form with a chatbot

The candidate hears a voice and sees a face. The interviewer speaks Hindi, Tamil, Kannada, any of ten Indian languages plus English, in a voice you pick for each one. It listens, it follows up. The camera stays on for proctoring and identity, and the reviewer gets the whole session as one recording with a transcript beside it.

  • Video avatars for the face-to-face round. Voice-only when the candidate is on a phone in a noisy place. Text when they ask for it.
  • Voices that sound local. A voice per language, with the pace you want. The interview follows whichever language the candidate actually answers in.
  • Show them things. Images, charts and product shots appear mid-interview, so "walk me through this dashboard" is a real question.
  • What they say, and how they came across. The recording is reviewed as well as the words, so presence and product handling get a score too.

Candidate screen

Ananya K. · Senior Sales Executive · Kannada · video avatar · question 4 of 7
KannadaVoice: Anushka · KannadaVideo avatar onAnswers in any languageRecording onProctoring: flag a second person
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.

Interview every applicant in their language, before a recruiter spends a minute

The candidate opens a link and is interviewed by an AI that asks, listens and follows up. Voice, video avatar or text. The greeting, the questions and the audio are prepared in each language, so a Hindi interview is a Hindi interview, not an English one translated on the spot.

  • Follow-ups that probe. A thin answer gets a second question before the score is written.
  • Invite them the way you want. An open link, a single-use private link, an application form first, or only inside a round sequence.
  • Interviews that do not get lost. If something fails mid-session, the interview carries on and the answers already given are kept. The candidate is never asked to start again.
  • One recording per candidate. The full session is kept as a single video and reviewed against what you asked it to look for.

Interview session

Senior Sales Executive · Ananya K. · Kannada · 14 min
Every score links to the transcript lines that produced it. A candidate can contest it and a recruiter can check.

Talk to the candidate in real time, and watch them work

A live conversation that moves like a real call: no waiting between turns, and the candidate can cut in. Ask them to share their screen and the interviewer watches them build the pivot table or write the query, then asks about what it just saw.

  • Watch the work, not the summary. The candidate shares their screen and gets asked about the choice they just made, while they are still making it.
  • Same rubric either way. A live round is scored exactly like a recorded one, so two candidates who took different routes still compare.
  • Human panels too. Video rooms with a waiting room, a named host and a recording, for the round a person still runs.

Live interview

Priya V. · screen shared · live voice · 00:14:22
No pausesit answers like a person would
Screen watchedasked about while they work
No restarta dropped call picks up where it stopped

One competency model scores the interview, the test and the course

Start from our competency framework, built across a million assessments, and adapt it to your roles in Competency Studio: families, competencies and indicators with behavioural anchors per level. A role profile weights them and sets the certification bands. Every round is scored against that same profile, so a 78 means the same thing in hiring and in training.

  • Levels with written anchors, or a plain pass and fail, per indicator. Mark one must-pass and failing it fails the whole assessment.
  • Change the bar without breaking history. Draft it, turn it on, copy it. An interview already under way keeps the version it started on.
  • Percentiles against the rest of the cohort and leaderboards, so a 76 has context. If a score ever fails to come through, the session is scored again with the evidence intact.
  • Recruiters can overrule the AI, and every correction is kept, so the next version of the rubric sits closer to your bar.

Scorecard

Ananya K. · profile "Senior Sales Executive v3" · 6 weighted competencies
CompetencyLevelWeightScore
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 2015%13.5
Written communicationMust pass to clear the roundPass10%8.0
CRM hygieneSoftware simulation · 2 wrong clicks10%6.0
Weighted total · 82nd percentile of 21876.0
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.

Proctoring that says what it saw, and identity that is checked, not assumed

A second person in frame, eyes off the screen, a switched tab, a second monitor: each one is caught and logged with the time it happened. Snapshots through the session are matched against the candidate's reference photo. You decide, per interview, whether a violation ends the session or flags it for a person to judge.

  • You set how strict it is. How many warnings before a session ends, how long counts as looking away, how much wobble to forgive. A shaky webcam is not a failed candidate.
  • Two outcomes. A hard fail zeroes the score and marks the session everywhere it appears. A soft flag sends it to a named reviewer instead.
  • Identity checked your way. Use ours, or the face-matching system you already run. The voice is checked too, so the person who started the interview is the one who finished it.
  • Works on MCQ rounds and courses too, with camera and screen checks you set test by test.

Proctoring record

Priya V. · 16 min · outcome: review required
  1. 00:00:00✓Identity verifiedSnapshot matched her reference photo · strong matchOK
  2. 00:04:12✓Environment checkOne screen · stayed full screen · same voice as at the startOK
  3. 00:09:401Looked away · 6 secondsEyes off the screen · warning 1 of 3 shown to the candidateWarned
  4. 00:14:222Second person in frameTwo faces for 4 seconds · snapshot kept · session allowed to run on, as you set itFlag
  5. 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.

Score the resume in seconds, then find the people who never applied

Every resume is read and given a 0 to 100 fit score on the criteria you weight. Then sourcing goes looking for the people who never applied, strips out the duplicates, and scores each one on that same job rubric, so a sourced person ranks beside an applicant on one scale.

  • Every way a resume arrives. Quick apply, bulk uploads, the inbox recruiters already forward to, and an email address per job that reads the resume and files the application for you.
  • One resume, the right jobs. A quick first pass narrows to the roles a person could realistically fit, then they are scored properly against those. Good people stop falling through the wrong pipeline.
  • Your recruiters teach it. Mark the misses and say why. The next run looks for different people.

Sourcing run

Senior Sales Executive · 312 found · 96 after duplicates removed
PersonFound inFitTriage
Mohammed FaisalArea Sales Manager · Bengaluru · 6 yrsNJ77Added · invited
Kavya RameshTerritory Manager · Mysuru · 4 yrsW74Shortlisted
Arjun NairSales Lead · Kochi · 7 yrsNDW71Shortlisted
Deepa ShettyRetail Manager · Mangaluru · 9 yrsJ52Skipped · 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.

Rounds that run themselves, and a portal the candidate understands

A sequence is the ordered set of tests, interviews and simulations attached to a job. Steps at the same position run together as one round. Pass advances, fail locks, and the candidate always sees exactly where they are and what is next.

  • Applying starts it. Attach a sequence to a job and every application is invited automatically, with reminders on the schedule you set.
  • Attempt limits and overrides per step, per candidate. A recruiter can reopen one round without touching the rest.
  • Ends in a calendar slot. Completing the sequence opens the booking page for the human round, against real interviewer availability.

Candidate portal

ainterviews.com/assessments/… · Ananya K. · round 3 of 4
Auto-advance, auto-lock. Recruiters only see the exceptions: an override request, an expired attempt, a flag.

Engineering rounds that show how the work was done, not just what was submitted

A coding round runs in a real editor, with your question bank, your test cases and code that actually runs. The AI-pair round goes further: the candidate gets a working codebase and an AI coding assistant, and you see both what they changed and how they got there. Both are scored against your rubric.

  • Score how they worked, not only what shipped. Did they read the failing test first? Did they check the AI's work before accepting it?
  • Problems drawn from your library at random, so two candidates rarely get the same task.
  • Spreadsheet and design rounds too. A real spreadsheet the candidate works in, kept exactly as they left it, and open-ended design problems where they work with AI and submit what they made.

Working with AI

Backend engineer · task drawn from your library · 38 min
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.

Training that unlocks day by day and certifies on the same bar

A course is built from video, quiz, reading, role play, software simulation and test lessons. Each learner has their own start date, and each day's lessons open on their day, in their own timezone, with the date shown so nobody has to ask.

  • Role plays that push back. Sales objections, angry customers, negotiations, with adaptive personas and difficulty. Scored on talk ratio, discovery questions and whether a next step was secured.
  • Software simulations built from screenshots of your own systems, with steps to follow and deliberate wrong turns to catch. Teach the CRM without letting anyone near live data.
  • Every course in every language. Translate the script, record the voiceover and get the finished video, one language after another, in a single run.
  • Live classroom mode. Quizzes, polls, word clouds and leaderboards for a cohort by session code. Certificates on completion, proctoring on the test.

Learner path

Store sales onboarding · Ananya K. · started Mon 7 Sep · day 3 of 14
Recertification is just another lesson. Quarterly, against the current version of the role profile.

An AI-first copilot recruiters actually talk to

No filters, no exports. A recruiter describes who they want and the copilot finds them in the pool, writes the one-paragraph summary the hiring manager asked for, drafts the message, and books the slot. Candidates get a copilot too: an application form that talks back, by voice or video, and asks the follow-up a recruiter would.

  • Search by describing the person. "Passed round 2, speaks Kannada, three years in retail, not yet scheduled" is a query.
  • A summary per candidate, per job. Strengths, gaps and the evidence behind them, written for the hiring manager in the time it takes to open the profile.
  • Talks to candidates as well. A voice or video application form that asks, listens and follows up, so the pool is richer before anyone screens it.
  • Write the job description by talking. It asks you the questions, and the JD and the rubric appear on screen as you answer.

Recruiter copilot

Senior Sales Executive · Bengaluru · Rohit, TA lead
Every answer links to the record behind it. The summary cites the transcript lines, so the hiring manager can check it in a click.

Agent-native. Bring your own AI assistant; it can do anything a recruiter can, except publish

Ainterviews is built agent-first: every job, rubric, interview, test, round sequence and report can be created and run by an AI agent, ours or yours. Connect the AI assistant your team already uses and it can set hiring up for you. Ask in plain language and it drafts the rubric, the interview, the test and the round sequence, following the same instructions our own team works from. It can draft, it cannot publish. A person reviews it and turns it on.

  • It sees only what its user sees. Switched on person by person, and switched off again the moment you want.
  • Everything it did is on record. Who asked, what was drafted, who approved it.
  • Everything a recruiter can do on a screen, an agent can do from a prompt. Open the job, build the rounds, invite the batch, pull the 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.

Works with every major ATS and HRMS you already run

Jobs, candidates and statuses stay in step both ways, and scores land back in the system your recruiters live in, so nobody retypes anything. Everything else is a workflow you build without code: when this happens, if the score is that, do this. If a system you depend on is 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 ago
Test it before you trust it. Run a past candidate through a changed workflow and see exactly what it would have done.

Reporting you can trust

Dashboards are built from agreed numbers across hiring, assessments and learning, so pass rate means the same thing on every screen and in every meeting. Nobody hand-writes a query, and every number can be traced back to the sessions behind it.

  • Ask for a dashboard in words, get a draft, review it, publish it. Full history kept, and two people editing never overwrite each other.
  • One trend line per person, pulling together interview scores, assessment rounds, quiz attempts and simulation runs.
  • Billing that adds up. Your own rate card, and usage reports built on the same numbers as the dashboard.

Custom dashboard

Pass rate by round · field sales · Aug 2026
Interview round is the drop-off. Drill to the 6 competencies to see it is "closing", not language.

Who uses it

Each team gets its own home and only its part of the record

Talent acquisition

Jobs, sequences, sourcing, ATS

Post a job, attach a sequence, and watch rounds run. Source the people who did not apply, triage them on the same score, and push results to the ATS without retyping.

Hiring managers and panels

Scorecards, evidence, the last round

Read a scorecard with the transcript lines behind every number, review a proctoring flag with the snapshots, and take the panel round from a slot booked against your calendar.

Learning and development

Courses, role plays, simulations, certification

Build the course once, unlock it day by day per cohort, run role plays and software simulations, and certify against the same competency profile hiring used. Translate the lot in one run.

Operations and quality

Dashboards, audit, billing

See one trend line per person across interviews and training, audit any AI score against the evidence behind it, and report from numbers the whole business agrees on rather than a spreadsheet export.

Trust

Your data stays yours, and only the right people see it

Everyone sees only what their organisation and their role allows. Recordings and candidate media are encrypted. Nothing is ever deleted, only switched off, so the full history is there when someone asks how a 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 one job description before the call. We build the rubric, the interview and one proctored round from it, so you spend the half hour watching your role run: a candidate interviewed in Hindi, a scorecard with evidence, and the score landing in your ATS.

Book a demo
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