Recruitment & Selection

Now every candidate
can have a first interview

For too long, a two-page CV has been the only thing standing between a great candidate and a conversation. Intervuws changes that, giving every applicant the chance to tell their full story, while giving recruiters a far richer basis for shortlisting.

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100%

of applicants can now receive a first interview

Better

shortlists, built on conversations, not keywords

The problem with today's process

How can two sides of A4 really tell a whole career story?

ATS systems screen candidates based on keyword matches against a brief document. They discard people, often exceptional people, before a single conversation has taken place. Not because they aren't right for the role. Because their summary didn't include the right words.

The old approach

Keyword-filtered shortlisting

Hundreds of CVs screened by keyword, not by capability

Great candidates eliminated before speaking to anyone

A career condensed into two pages, context lost, nuance invisible

Shortlist reflects who wrote the best CV, not who is the best candidate

The Intervuws approach

Conversation-based shortlisting

Every applicant gets a structured AI interview, not just the ones who made it past the filter

Candidates explain their experience in their own words, in their own depth

Recruiters receive AI-synthesised profiles showing fit against the role's competencies

Face-to-face interview time is reserved for candidates who have genuinely demonstrated their potential

How it works

Set up the role. Intervuws does the rest.

From job description to structured candidate profiles in the time it used to take to read the first few CVs.

Set up the role

Tell Intervuws about the hiring organisation and the role, or paste in the job description. Intervuws builds a structured interview framework around your competencies and what a strong candidate looks like.

Add your candidates

Upload CVs or add candidates by name and email. Attach any supporting documents, Intervuws reads them and uses them to personalise each conversation.

Candidates interview in their own time

Each candidate receives a private link. Intervuws conducts a natural, structured conversation, exploring their CV, probing their experience, and following threads that a keyword scan would never catch.

Review enriched candidate profiles

Each completed interview generates a candidate profile showing how they performed against your competency framework, with evidence from the conversation. Shortlist with confidence.

Why it works

A better shortlist starts with a better conversation

Quality of shortlist, not just speed

The candidates who reach face-to-face stage are there because they demonstrated their fit, not because their CV was well-formatted. Your interview time is spent on the right people.

Consistent assessment, individual conversations

Every candidate is assessed against the same competency framework, but Intervuws explores each person's unique background. No two interviews are identical, but every assessment is comparable.

Interview at scale, without the overhead

Whether you have 20 applicants or 200, every one of them can complete a first-round interview this week. Intervuws runs all conversations simultaneously, day or night.

Structured findings, ready to review

Each completed interview generates a structured profile. No raw transcripts to wade through, just clear, evidence-based summaries of how each candidate performed against your criteria.

Context that builds over time

For multi-round processes, Intervuws remembers what was discussed in previous interviews. Subsequent conversations build on earlier ones, naturally, without asking candidates to repeat themselves.

No friction for candidates

Candidates receive a private link and can interview from any device, at any time, with no account to create. The experience is conversational, not form-based, so more people complete it.

Two sides of the same conversation

Better for recruiters. Fairer for candidates.

Intervuws creates value on both sides of the hiring process, which is what makes it work.

For recruiters & hiring managers

Build shortlists you can stand behind

When every applicant has had a chance to speak for themselves, you move the right people forward, not just the ones who wrote the most polished CV. Your shortlist is stronger, your face-to-face time is better spent, and your eventual hire is more likely to be the right person.

AI-generated candidate profiles mapped to your competency framework
Evidence from the interview supporting each assessment
Consistent, comparable data across all candidates
Set up in minutes from a job description, no training required

For candidates

A chance to tell your whole story

A CV is a summary, and summaries leave things out. With Intervuws, candidates get to explain their experience, give context to career decisions, and demonstrate capabilities that a two-page document simply cannot convey. No keywords required.

A real conversation, not a form or a test
Available on any device, at any time that suits
No account to create, just a private link
Questions explore the CV they've actually written, not a generic script

What recruiters see

From transcript to structured assessment, automatically

Once a candidate completes their interview, Intervuws analyses the conversation and generates a structured profile. You see how they performed against each competency, with evidence pulled from what they actually said.

No manual analysis. Full transcripts are available if you want to review them. But for most decisions, the structured profile is all you need, clear, evidence-based, and ready for shortlisting.

Alex Johnson

Marketing Assistant candidate

Interview complete

Competency assessment

Stakeholder management

Commercial awareness

Communication skills

Initiative & proactivity

AI summary: Alex demonstrated strong communication throughout, giving clear and detailed examples from their time at a fast-paced agency. Their approach to stakeholder relationships was particularly compelling, they described managing sign-off across four internal teams simultaneously. Commercial awareness was developing; they showed awareness of business context but limited exposure to budget responsibility.

Now every candidate can have a first interview