Use cases

Different hiring. The same need to know people first.

The mechanism is the same for every kind of hiring. What changes is what goes in the job and which language the interview runs in. Start with whichever one looks like yours.

Evaluation reportSample

4.2of 5

Strong

Misaki Sato

New business4.5
Meeting a target4.0
Coordinating inside and out3.5
Understanding the customer4.5

Mid-career hiring

First-round screening for sales, engineering and back-office roles

The more applications a role draws, the more of the week goes to scheduling and repeating the first interview. Give every applicant the same interview, and read the reports to choose whom to meet.

Concrete experience, with the candidate's own words beside the score
The points worth confirming in the next interview, set out in the report

See how it works

Editing a jobSample

4 suggested questions

AI suggestions.

Tell us about something you started yourself and kept going with — why you began, and why you stayed with it.
For Initiative
Tell us about something that did not go the way you wanted, and what you changed at the time.
For Facing a setback

Graduate hiring

Motivation and thinking, on the same yardstick

When CVs barely differ, interviewers do — in what they ask and in how they rate it. Every candidate gets the same questions in the same order, and a thin answer is followed up on the spot.

Candidates take the interview from a phone browser, when it suits them
The AI never decides; a person reads the report and decides

See the features

Evaluation reportSample

English → JapaneseReport language

Quoted evidence — 08:12

“I ran the night shift on my own twice a week, so I learned to write the handover the morning staff could act on.”
「週に二回は夜勤を一人で担当していたので、朝の担当者がそのまま動ける申し送りの書き方を覚えました。」

Strengths

夜勤を含む介護の実務経験
申し送りの書き方を自分で改善

Hiring from overseas

Interview in English, read the report in Japanese

A short interview in Japanese rarely reaches a candidate's actual experience. Run it in English and receive the report in Japanese. Where Japanese ability itself matters, a Japanese-language interview can add a proficiency assessment.

Quoted evidence in the original language and in Japanese
Japanese proficiency read from the conversation, not from a separate test

See the proficiency assessment

Interview resultsSample

Candidates

12 interviews

Misaki Sato
Concrete on winning new accounts
4.2
Ken Takahashi
New to selling to businesses
3.4
Nguyen Thi Lan
Explains her own work clearly
3.8

Showing 3 of 12.

High-volume hiring

A hundred applicants, every one of them interviewed

For shop, factory and part-time roles the volume itself is the bottleneck. Everyone who arrives through the public application link is interviewed in turn, and you choose from a list where the reports are already in.

How many interviews run does not depend on a recruiter's free hours
The list exports to CSV, with the summary and the score on every row

From the application link to the report

Photographs are illustrative.

For staffing agencies and registered support organisations

Understand candidates better before you recommend them.

The candidate call, the notes, the internal share. One account runs screening for many client companies under your own brand, and each member can be limited to the clients they handle.

See the agency solution

Try it with your own job description

Bring a posting and we will draft its criteria and questions on the call. Whatever the scene, it is the same thirty minutes.

Request a demo See how it works