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Get the right candidates in front of hiring managers faster.

EvoHire turns each role into a customizable, recruiter-approved AI interview, screens candidates by phone or video, checks answers for AI assistance, and returns structured reports without filling engineering calendars with first-round calls.

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Up to 20 interviews · No credit card

Candidate pipeline for completed AI interviews showing per-candidate integrity verdicts of Low concern, Inconclusive, Likely AI-assisted and High risk alongside accuracy grades of Good, Fair, Excellent and Low
Compare role accuracy and interview integrity separately before anyone reaches the hiring manager.
01HR outcomes

Shorten the path from application to hiring-manager review.

Keep the first round moving while the people who know the role retain control of the hiring bar.

24/7 screening

Keep roles moving

Candidates interview on their schedule, so the first round keeps moving without another calendar handoff.

Role-specific

Set the hiring bar once

Recruiters, engineers, and hiring managers approve the questions and scoring before the role goes live.

Focused review

Protect specialist time

Engineering and hiring managers review a shortlist with evidence instead of meeting every applicant.

02Custom assessments

Build the assessment around what the team actually needs.

EvoHire uses the job description to draft a starting point. Your talent team still controls the sections, questions, order, and scoring before a candidate sees it.

Shape every section
Add, remove, edit, and reorder interview sections and individual questions.
Choose how answers are evaluated
Mix open-ended prompts with scored questions that use a model answer and review rubric.
Vary the interview consistently
Use fixed or randomized ordering and ask a subset from a larger question bank.

An engineer or hiring manager can approve the bar once instead of repeating the same early technical screen for every applicant.

See how EvoHire creates an interview
EvoHire assessment builder timeline for a Senior Backend Engineer interview, showing pre-interview screening and editable sections for Introduction and Background, System Design, Debugging and Incident Response, and Collaboration and Communication, with fixed and randomized question order and an add-section control
Sections can follow a fixed order or draw a randomized subset from a larger question bank.
03Screening at scale

Interview every applicant without scheduling every call.

One approved interview can run around the clock and in parallel, without changing the experience from one candidate to the next.

  1. 1Set up

    Bring in the role

    Import the requisition from your ATS, paste the job description, or upload a PDF.

  2. 2Invite

    Open the first round

    Send tracked candidate invitations or publish one reusable interview link.

  3. 3Interview

    Run every screen in parallel

    Candidates complete the same phone or browser-video interview whenever it suits them.

See the complete candidate screening process
04Interview integrity

Know when a polished answer deserves a closer look.

EvoHire analyzes answer content and response timing for AI similarity, unusually polished delivery, abrupt changes, stalls, and unusual timing.

Because the review follows what was said and how the answer developed, it can surface assistance from an overlay or second device without screen recording or additional candidate software.

  • Every verdict includes named signals and supporting evidence.
  • Integrity concern stays separate from answer accuracy.
  • A finding prompts human review and never rejects a candidate automatically.
See how integrity analysis works
High risk integrity assessment showing the four-level verdict scale, an explanation that multiple signals suggest outside assistance, and key signals for AI similarity, unusually polished speech, and unusual answer timing
A high-risk verdict stays connected to the signals a reviewer should inspect.
05Hiring-manager handoff

Give hiring managers the evidence before the meeting.

Every completed interview becomes one consistent report, so talent, engineering, and hiring managers can review the same candidate evidence before deciding who advances.

  • Role accuracy grades and answer-level scoring
  • Integrity and language-fluency assessments
  • Written summary with strengths and gaps
  • Recording, transcript, and PDF export

Recruiters shortlist and share the evidence through the connected workflow or a PDF export. EvoHire supports the review; your team decides who moves forward.

Explore the complete interview report
EvoHire interview report summary explaining that the candidate gave specific, well-evidenced answers, followed by strengths such as a production incident walkthrough and clearly explained design decisions, and gaps including limited message-broker experience and missing cost implications
The summary gives reviewers a concise starting point while the full evidence remains available.
06Platform capabilities

Fits the way your hiring team already works.

Keep the ATS, candidate experience, and stakeholder review connected around one consistent first round.

ATS imports and synchronization

Bring in roles and candidates from Greenhouse, Lever, Ashby, and additional supported systems.

Custom sections and scoring rubrics

Adapt the interview structure, questions, ordering, model answers, and scoring to the role.

Public and tracked invitations

Use one reusable link or send candidate-specific invitations with delivery and open tracking.

Phone, video, and 10+ languages

Offer a consistent phone or browser-video interview in the language configured for the role.

Team collaboration and PDF exports

Review the same evidence with stakeholders and share a structured report when needed.

Organization branding

Carry your organization’s logo and interview colors into the candidate experience.

07Questions, answered

HR and talent team questions, answered.

Clear answers about launch speed, assessment control, engineering involvement, integrity review, candidate experience, and ATS fit.

Have a specific hiring workflow?Book a demo

How quickly can we launch a new role?

Start from a role imported from your ATS, a pasted job description, or an uploaded PDF. EvoHire drafts the interview for your recruiter and hiring team to edit and approve. Once the role is activated, you can send tracked invitations or publish a reusable link and candidates can begin interviewing at any hour.

Can we customize the assessment for each team?

Yes. You can add, remove, edit, and reorder sections and questions; choose fixed or randomized ordering; ask every question or a subset from a larger bank; and mix open-ended prompts with scored questions that use model answers and rubrics. Each role keeps its own approved assessment.

Do engineers need to write the interview or join every screen?

No. EvoHire drafts the interview from the job description, and a recruiter can review it with an engineer or hiring manager before activation. Technical stakeholders can approve the questions and scoring once, then spend their live interview time with the candidates the team chooses to advance.

How does EvoHire detect AI-assisted answers?

EvoHire analyzes answer content and response timing for combined signals such as AI similarity, unusually polished delivery, abrupt changes, stalls, and unusual timing. Because the review is based on what was said and how the answer developed, it can surface assistance delivered through an overlay or second device without screen recording or additional candidate software.

What happens when a candidate is flagged?

Nothing automatic. The report shows the integrity concern level, the signals behind it, and the relevant answer or transcript evidence. Your team reviews that context alongside answer accuracy and decides what happens next; EvoHire never rejects a candidate on its own.

What do hiring managers receive?

Every completed interview produces a structured report with accuracy grades, an integrity assessment, a separate fluency assessment, a summary, strengths, gaps, the recording, and the transcript. Recruiters can shortlist candidates and share the evidence through the connected workflow or a PDF export.

Does EvoHire work with our ATS?

EvoHire supports Greenhouse, Lever, Ashby, and additional systems through its integration layer. Connected teams can import roles, bring applicants into the interview workflow, and keep candidate records synchronized. Availability depends on plan and configuration.

What do candidates experience?

Candidates complete a phone call or browser-video conversation at a time they choose. EvoHire explains that the interview is recorded, that the questions come from a predetermined set, and that a human makes every hiring decision. Candidates can ask for a question to be repeated or skipped.

Give hiring managers a stronger shortlist, sooner.

Build the interview around the role, let candidates complete it on their schedule, and review every result with integrity evidence attached.

Start 14-day free trialBook a demo

Up to 20 interviews · No credit card · Unlimited teammates