Your hiring funnel, tightened.tightened.
Standardize first-round screens with a voice AI interviewer trained on your JDs. Get consistent signal on every candidate before humans spend a single hour.
Built for the top of your funnel.
First-round screens are where hiring signal is strongest — and where your engineers' time is most expensive. We handle that round consistently so your team focuses on deep-dive rounds.
Role-specific screens from your JD.
Paste the JD. The interviewer generates a custom screen — behavioral, technical, or case-based — calibrated to the seniority level and domain. No two roles share a template.
Consistent signal across candidates.
Every candidate for a given role gets the same rubric — one clear score plus specific notes, not gut-feel judgment calls. No more inconsistent panelist bias at the top of funnel.
Security your InfoSec team signs off on.
SOC 2 Type II (in progress), GDPR, audit logs, role-based access control, data residency options. We've been through the enterprise checklist.
How a hiring team uses RealInterview.
- 01
Paste your JDs. We generate the screens.
Each role gets a tailored first-round interview template. Review the questions, edit if needed, lock it in. Changes propagate to all future candidates for that role.
- 02
Candidates take the screen on their own time.
Share a link. Candidate runs the 20-30 minute voice interview in their timezone, their language. No scheduling back-and-forth, no time-zone juggling, no panelist fatigue.
- 03
Your recruiters review scored transcripts.
Every session produces a scored transcript with per-answer feedback. Filter your pipeline by round and status, and shortlist in minutes.
- 04
Engineers only talk to real signals.
The bottom 60% don't make it past the screen. Your engineering team's time goes to candidates who've already shown signal — dramatically better interviewer-hours-per-hire.
Volume pricing. Predictable per-hire cost.
Custom per-org pricing, scaled to your funnel volume.
- Unlimited screens per role — create as many role-specific templates as you need.
- Audit logs and role-based access control included.
- Dedicated CSM and engineering support for onboarding.
- 10 free trial credits on signup — enough to pilot before you commit.
Common questions.
Does this replace our first-round engineers?+
It replaces the FIRST-round screen — typically the 20-30 minute "do they know the basics" conversation. Your engineers stay in the loop for deep-dive rounds and system design. The goal is to make sure when an engineer talks to a candidate, it's a high-signal use of their time.
How do you prevent cheating?+
Voice-based interviews are naturally harder to cheat than written assessments — candidates have to speak out loud in real time, and every question is generated fresh from the JD rather than pulled from a shared question bank.
What about candidates who don't speak English natively?+
Today, screens run in English or Hindi — candidates pick at session start, and scoring stays consistent across both. More languages are on our roadmap.
What about candidate experience?+
It's often better than a scheduled panel — candidates take it on their time, in their language, in a low-pressure setting. We've seen completion rates 2-3x higher than live scheduled screens. Candidates who don't get advanced still get a detailed debrief, which they appreciate.
How is data handled?+
Your candidate data lives in an isolated tenant — no sharing across companies. We don't use transcripts to train models. Full GDPR-compliant data deletion on request. SOC 2 Type II in progress; happy to share our latest security overview.
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