Hiring, minus the interviews
Find the right people without the hassle.
You shouldn't have to sit through dozens of interviews to find one good hire. HIIIRING talks to every applicant for you and brings back only the people worth your time.
Bring one open role. Your first ten interviews are free.
Applicants
1,284
and 1,272 more
- Interviews every applicant
- Checks every CV
- Ranks them side by side
Worth meeting
5
- 1 Amara Okafor 92
- 2 Daniel Reyes 89
- 3 Mei Tanaka 87
- 4 Jonas Berg 85
- 5 Sofia Marin 84
Customer Support Lead · example role
01 — The problem
Ah, the first round. Everyone's favourite part of the job.
One role. A thousand applications. A recruiter, a cold coffee, and three weeks of reading “detail-oriented team player” until the words stop meaning anything. Then come the calls.
Your week of screening calls
A week of calls later, still no one you're sure about.
Claims nobody checks.
Every applicant is fluent in Excel, led a cross-functional team and grew revenue 300%. Who's going to argue?
The same 20 minutes, 300 times.
“Tell me about yourself.” “Why this role?” “Where do you see yourself in five years?” Riveting. Every single time.
Five interviewers, five standards.
One loved her. One didn't like his handshake. Very scientific.
Signals slip past.
By call #217, nobody notices the CV said a team of four and the candidate just said twelve.
Hiring shouldn't feel like a punishment. Let HIIIRING take the boring part. Your team keeps the part that actually needs a human.
02 — How it works
From job post to shortlist, while you get on with your day.
Four stages, all automated. You set the role and the bar. HIIIRING does the screening, the interviews and the comparing, and hands you the people worth meeting.
1Post the job
Post once. The CVs come to you.
Write the role, or let HIIIRING draft it with you, then publish it to LinkedIn, Indeed, Upwork, Google for Jobs and your careers page in one go. Every application, from every channel, lands in one pipeline.
- One publish, every channel
- Each applicant tagged with where they came from
- CVs sent to the job's own mailbox land there too
PublishedCustomer Support Lead
- LinkedIn 512
- Indeed 388
- Google for Jobs 214
- Upwork 96
- Your careers page 74
In one pipeline1,284 applicants
2CV intelligence
Every CV, cross-examined.
Not a keyword match. HIIIRING reads every claim on a CV, the roles, dates, companies, numbers and skills, and checks each one against public sources and against the rest of the CV. Then it scores the CV against your role. Clear the bar you set, and the interview link goes out on its own.
- Each claim marked verified, unverified, inconsistent or inferred
- Every finding links to its source
- Interview invitations sent automatically above your bar
Priya Shah
- Support Lead at Northwind, 2021–2024Verified
Northwind team page, archived 2024
- Managed a team of 12Inconsistent
The same CV says a team of 4 in 2023
- Cut the ticket backlog by 40%Unverified
No public source. Worth asking about
- Strong de-escalation skillsInferred
Read from the cover letter
Role fit82
Above the bar: interview link sent automatically
3The interview
An interview that knows them, and knows you.
Each interview is built from the candidate's CV and your company profile: your product, your team, how you work. So the questions are specific, and the follow-ups go where an answer is thin. Interactive screens keep it engaging, and candidates take it whenever suits them.
- Questions from their CV and your company profile
- Interactive screens, not a wall of questions
- Fake-interview detection: a second voice, read-out answers or a stand-in get flagged
Live · Priya Shah 12:04HIIIRING
“At Northwind you cut the backlog by 40%. What did you change first?”
From her CV · Northwind, 2023
Interactive · Put these in the order you'd handle them
- 1Customer threatening to cancel
- 2Refund that's three days late
- 3Bug report from a free user
Integrity
- Same speaker throughout
- Answers not read out
- Story matches the CV
4Ranked and returned
The best fits, ranked, in your ATS.
When the interviews are in, a strict analysis puts every candidate's CV and interview side by side on the same rubric, and ranks the people most relevant to your company. The results go straight back to your ATS: the score, the evidence, the transcript and the recording.
- The same rubric for every candidate
- Every score shows the answer or source behind it
- Greenhouse, Lever, Ashby, Workable, or any system by webhook
Ranked on one rubricCustomer Support Lead
- 1 92
Amara Okafor
Every CV claim checked out; strongest de-escalation answers
- 2 89
Daniel Reyes
Best on process; one inconsistency explained in the interview
- 3 87
Mei Tanaka
Calm under the angry-customer scenario; 5 claims verified
Synced to Greenhouse
- Score and rubric
- Evidence
- Transcript
- Recording
03 — The Domain expert label
After the interview, the real experts get a label.
Anyone can write “expert” on a CV. HIIIRING only says it once the interview is done and the answers prove it.
When a candidate's CV checks out and their answers show real command of the field, their profile gets the Domain expert label. So you can tell at a glance who can contribute from week one and who would need months of docs to catch up.
- Given only after the interview, never from the CV alone
- Earned on depth: trade-offs, edge cases and follow-ups that held up
- Every label shows the answers and sources behind it
- Filter any pipeline to domain experts only
Amara Okafor
Domain expert
Why the label
- Walked through a backlog triage system unpromptedInterview · 08:12
- Held up under three follow-ups on escalation policyInterview · 14:40
- All 6 CV claims verifiedCV check
04 — In your team's interviews
An AI teammate in the room for the rounds you run.
The automated interview is done and you have your shortlist. For the rounds your team runs itself, bring HIIIRING along.
It sits in the call as a member of your team. It knows what the candidate wrote and what they already said, so it can tell your interviewer what to dig into, suggest the follow-up, and ask the cross-question itself when a story changes. You interview alongside it, not instead of it.
- Joins your Google Meet or Microsoft Teams call from the calendar invite
- Already knows the CV, the checks and everything said in the first interview
- Live feedback and follow-up questions for your interviewer
- Asks its own cross-questions when an answer doesn't add up
- Notes and a scorecard in your ATS when the call ends
Final round · 18:42 · Google Meet
For you, live
Suggested follow-up
“Walk me through how the team grew from four to twelve.”
- Leadership
- Process
- Hiring and coaching· still to ask
05 — Pricing
Cheap enough to interview everyone.
You pay for interviews that finish, not for seats. Here is the same role both ways.
Your recruiter500 candidates, by phone
250 hours
of half-hour screening calls
Your team's time on calls
- About 6 working weeks of one person's time
- Each call booked, chased and written up by hand
500 candidates, all interviewed
$150–250
for every one interviewed, checked and ranked
Your team's time on calls
- No screening calls for your team
- Candidates take it when it suits them
- $0.30–0.50
- per finished interview
- 10 free
- interviews to start
- No seats
- credits, spent as candidates finish
06 — Trust
Built to be trusted with your hiring.
-
Every claim shows its source
A verified line links to where it was checked. Anything unproven is marked unverified, never false.
-
People make the call
HIIIRING ranks and recommends. It never hires or rejects anyone on its own.
-
One rubric for everyone
Every candidate is scored on the same job-relevant criteria your team set, not on a hunch or a handshake.
-
Integrity in every interview
A second voice, read-out answers or a stand-in are flagged on the scorecard for your team to look at.
-
Your ATS stays the record
Scores, evidence, transcripts and recordings are written back to the system you already use.
-
Candidates know the deal
They're told up front that the interview is with an AI and is recorded, and they take it when it suits them.
Sends results to
- Greenhouse
- Lever
- Ashby
- Workable
- Any ATS by webhook
07 — Questions
Questions teams ask first.
Does this replace our ATS?
No. HIIIRING finds, screens, interviews and ranks, then writes the results back to Greenhouse, Lever, Ashby, Workable or any system by webhook. Your ATS stays the record.
Who makes the hiring decision?
Your team. HIIIRING scores and recommends, and every score links to the answer or source behind it, so you can check the reasoning before you act on it.
What happens when a claim on a CV can't be checked?
It is marked unverified, never false. Plenty of real companies have no public record, so it becomes a question worth asking in the interview, not a reason to reject.
How do you spot a fake interview?
Integrity checks run through every interview. A change of speaker, answers read out from a script, or a story that contradicts the CV is flagged on the scorecard for your team to review. Nobody is rejected automatically.
Which calls can the AI teammate join?
Google Meet and Microsoft Teams. Add it to the calendar invite and it joins with everything it learned from the CV and the first interview.
What does a candidate need?
The link, a browser and a microphone. No app and no time slot to book, so they can do it in the evening or at the weekend.
Bring one open role. See who you'd be missing.
Set it up in minutes and run real candidates through it, from screening to shortlist. Your first ten interviews are free.