HR and talent leaders
Screen everyone, interview the best.
Capability
AI Recruiting & Video Interview Screening
Screen high-volume hiring fairly and fast, with the decision left to your people.
Time to shortlistScreening cost per hireOffer-acceptance and early-attrition rateAdverse-impact ratio by group
The service at a glance
The problem, our work, your result
- Business problem
Hundreds of applicants, a small HR team, and good candidates lost in the pile.
Screening by hand is slow and inconsistent, and interview quality depends on who happened to be in the room.
- What we do
We automate first-round screening: structured video interviews scored on the same criteria for everyone, so your team meets only the candidates worth meeting.
- What you receive
- Structured video screening
- Consistent scoring criteria
- Ranked candidate shortlists
- Bias and fairness controls
Who it is for
Built for the people who own the decision
Hiring managers
Shortlists with evidence, not gut feel.
CFO and finance
Lower cost and time per hire.
Risk, compliance and security
Documented, fair decisions.
The goal: an AI-ready organisation
Where this service moves you
Data ready
Connected, clean, governed and allowed for AI use.
KPIs readyThis service
Agreed measures, one definition each, a named owner.
Organisation readyThis service
Roles, decision rights and skills to adopt AI safely.
=AI that reaches production and creates value
Approach
How we work with you
- 01
Define
Agree what good looks like per role.
- 02
Automate
Set up structured video interviews.
- 03
Calibrate
Tune scoring with your hiring team.
- 04
Review
Audit fairness and outcomes regularly.
Engagement options
Start where you are
One role pilot
Screen one high-volume role.
Recruitment funnel
Screening across all hiring.
Full talent suite
Screening plus assessments and analytics.
Scope
What is in, what is not
Included
- Interview design
- Scoring model setup
- ATS integration
- Fairness auditing
Handled separately
- Final hiring decisions
- Background checks
Bilytica frameworks behind this service
Our own methods, not a generic playbook
TRUST
All Bilytica frameworksAI Assurance Framework
One control set that answers NIST, ISO 42001, the EU AI Act and the Saudi regulators at once.
See the frameworkVALUEAI Value Framework
From use-case long list to booked benefit, with unit economics attached at every step.
See the frameworkIn short
What this actually is
Structured asynchronous video and voice interviews with automatic transcription, competency scoring against a published rubric, and shortlisting that a recruiter reviews. Built for volume hiring, retail, contact centres, field crews, graduate intakes, where a shortlist takes weeks today.
Key points
What matters before you buy
- 01
Scored against a rubric, not a vibe
Competencies are defined and published up front; the model scores evidence against them and shows the passage it scored.
- 02
No inference from face or accent
We do not score appearance, emotion or personality from video. Those systems are being restricted in several jurisdictions and they do not survive an audit.
- 03
Bias tested before launch
Adverse-impact analysis across the groups your policy protects, repeated on every rubric change.
- 04
The offer is always a human decision
The system ranks and explains; a hiring manager decides and the reason is recorded.
Delivery
How we build it
Foundation check
Before any buildWe inspect the systems, the data behind them and the quality of the records this capability will depend on, then write down what has to be fixed before anything is built.
Narrow first release
First releaseOne workflow, one team, real traffic, measured against the baseline we captured before we started.
Controls and evaluation
Runs in parallelGuardrails, approval gates, evaluation sets, logging and the evidence pack your auditor and your regulator will ask for.
Scale and hand over
After sign-offAdditional workflows, sites or languages, then runbooks and training so your team can operate it without us.
Data foundation
What has to be true in your data first
Great AI cannot hide bad data. These are the conditions this capability depends on, we fix them as part of delivery, not after go-live.
- A written competency framework per role family.
- Historical hiring outcomes if you want validation, and an honest look at the bias already in them.
- An ATS that can accept structured scores and evidence.
- Candidate consent and a retention rule for interview recordings.
Controls
Guardrails we put around it
A human owns every consequential decision
Agents draft, route and execute reversible steps. Anything that moves money, changes a record of consequence or affects a person's rights stops at a named human approver with the reasoning attached.
Every action is logged and replayable
Inputs, retrieved context, model version, output and the human decision are written to an immutable log, so an auditor can reconstruct any single interaction months later.
Data stays where your regulator requires
In-country, in-region or on-premise deployment, with the model portfolio right-sized to the workload instead of routing everything to a frontier endpoint abroad.
Accuracy is monitored, not assumed
A held-out evaluation set runs on every model or prompt change, with drift alerts and a documented rollback path when quality moves.
Fit
Systems it plugs into, and what it moves
Integrations
WorkdaySAP SuccessFactorsOracle HCMGreenhouseLeverMicrosoft TeamsLocal job boards
KPIs it moves
- • Time to shortlist
- • Screening cost per hire
- • Offer-acceptance and early-attrition rate
- • Adverse-impact ratio by group
- • Candidate experience score
By industry