First-round AI interviews for high-volume hiring
Vettika lets high-volume teams give every applicant the same first-round interview, in their own time, with ranked reports on one rubric for your recruiters to review.
The trouble with volume
When a role gets far more applicants than your team can call, something has to give. Usually that's the number of people who get a real chance. A quick resume check decides who gets through, and strong people with thin resumes never get to speak.
Roles such as customer support and sales often depend on how someone handles people, and a resume says little about that.
One interview for everyone
Every candidate on a role opens the same link and hears the same questions. The AI interviewer reads the script and doesn't improvise. One fixed prompt follows a thin answer, and one follows silence. That consistency matters more at volume, when many different people might otherwise run the screens.
Candidates can take it at a time that suits them, including outside working hours. There is one attempt per email address per interview. Unfinished interviews can be picked up through a link emailed to the candidate.
Reading the results
AI scores each transcript against the rubric, and candidates are ranked on the same scale. Your recruiters can start at the top of the list and read the quotes behind each score.
If someone says too little, the result is not enough to assess, not a low score. Treat that as a reason to look again, not a verdict. People on your team make every decision, with undo if you change your mind.
Planning your minutes
Minutes are prepaid per workspace. Each interview holds minutes when it starts, so a burst of candidates needs a balance large enough to cover those holds. Unused minutes return when the interview ends. If an interview fails, or a fault on our side stops it being scored, it costs nothing. An interview where the candidate said too little is charged for the time used. Try it first with your free 10 minutes.
Before you roll it out
A few things are worth checking first:
- Check the rules where you hire. Some places require notices or a bias audit for tools like this, and we haven't had a bias audit.
- Sample the results by reading transcripts, including from people lower down the ranking.
- Have another route for anyone who can't take part this way.
- Plan for English-only interviews and no ATS integrations today.