Unified recruiter workspace
One platform for screening, evidence, and hiring decisions.
Replace the old product video with the real operating surface recruiters work in: live pipeline health, structured interview evidence, and faster team decisions in one place.
Run the pipeline without juggling tabs, notes, and follow-up emails.
Open the role, see team-wide pipeline movement, compare candidates on the same rubric, and keep recruiter action close to the actual evidence.
Jobs, stages, and candidate movement in one view
Shortlist-ready candidate summaries for recruiters
Clear side-by-side scorecard comparison
AI support that stays visible but secondary to human review
Good afternoon, Acme Pty Ltd
Here's how your team is moving candidates through the pipeline.
Candidate comparison
How candidates compare on the same rubric
Uses the same scorecard dimensions so recruiters can compare candidates side by side.
Last refreshed 15 May, 16:54
Pipeline overview
My hiring pipeline
Last refreshed 15 May, 16:54
Show the proof behind the score, not just a label.
Give recruiters the same signals they use in the portal: recommendation status, dimension scores, and concrete evidence that explains why one candidate is stronger than another.
Candidate-first screening
Candidate experience, not candidate homework.
AI screening creates buyer risk when the applicant experience feels opaque or heavy. Intevie keeps the first screen clear, mobile-friendly, and reviewable so recruiters can move faster without making candidates guess what happens next.
Better for candidates, better for review.
No app install, no recruiter calendar wait, and no hidden auto-reject decision.
Invite while intent is fresh
Send a branded candidate link from your ATS, email, or campaign workflow so applicants can start before another employer calls.
Browser-first for shift workers
Candidates open a branded browser link from any device. No app install.
Prep and consent first
Candidate consent before recording, clear expectations, and permission checks appear before the voice screen starts.
Voice screen without calendar delay
Applicants answer the same structured questions by voice when they are free, including after hours or between shifts.
Close the loop
After completion, teams get transcripts and recordings while candidates can leave optional feedback on the experience.
The high-volume problem
Slow first calls cost you candidates
Strong applicants disappear
High-volume roles move fast. If your first call takes days, the best candidates often take another shift first.
Recruiters cannot call everyone
Hundreds of applicants create a phone-screen queue that burns hours and still leaves people waiting.
Screening gets inconsistent
Different callers ask different questions, so hiring managers struggle to compare candidates fairly.
How Intevie screens applicants in parallel
A repeatable four-step method for starting one role, inviting candidates, and reviewing structured evidence while final hiring decisions stay with people.
Create one fair score guide
Set the role details, must-have criteria, and questions every applicant will answer.
Invite applicants immediately
Send one mobile-friendly interview link so candidates can start as soon as they apply.
Run screens in parallel
Hundreds of candidates can answer at the same time, across shifts and time zones.
Review human-led shortlists
Read scores, summaries, transcripts, and recordings. Your team decides who moves forward.
Where Intevie fits
Keep your ATS. Use Intevie where ATS workflows break: first-round screening at volume.
Full-suite recruiting platforms are useful systems of record. Intevie focuses on the painful, measurable moment when hundreds of applicants are waiting and recruiters cannot call everyone.
Manual phone screens
High-touch but slow, inconsistent, and limited by recruiter calendar capacity.
One-way video
Captures more answers, but often feels heavy for frontline and shift candidates.
Full ATS platforms
Strong system of record, but first-round screening still bottlenecks when applicant volume spikes.
A screening engine, not an ATS replacement.
Parallel voice screens for high-volume applicant batches
Same score guide and same questions for every candidate in a role
Transcripts, recordings, and score rationale before a person decides
Works beside existing ATS workflows instead of asking teams to replace them
Transparent campaign model
See the hiring math before you change your workflow.
This modeled campaign shows what changes when a high-volume role runs first screens in parallel. Use it to estimate recruiter time, candidate speed, and manager-ready evidence before you run your own live role.
Modeled first-screen batch
Retail role with one consistent score guide
applicants invited to the same first screen
manager-ready shortlist evidence starts arriving
modeled recruiter phone-screen time avoided
candidates can complete screens outside business hours
What a manager reviews
Benefits
Useful AI for finding people, screening them, and helping your team decide.
Start fast
Create a job in minutes. No complex setup.
Fair screening
Each person is checked against the same job rules, so comparing is easier.
Any time
Candidates can answer when they are free. No calendar back-and-forth.
You stay in control
Intevie never rejects people for you. Your team reviews everyone.
Fast summaries
See candidate notes and interview details in hours, not days.
Better shortlists
Review more people without adding more admin to your team's day.
Launch credits
Start with $200 in free interview credits.
Run real first-round interviews, review transcripts and summaries, and only add a card when your team is ready to recharge. ATS Sync stays separate at $150/month when you need workflow automation.
What launch access includes
Enough runway to test live hiring with a clear pricing path once your team is ready to keep scaling.
- $200 in interview credits for new workspaces
- No card required until your first recharge
- Pay $0.30/min only for completed interview minutes
- Founder pricing at $0.20/min while available
When credits run low
We remind you below $50, and billable interview actions pause only if the balance reaches zero.
Card timing stays simple
Your team only adds a payment method on the first paid recharge or ATS add-on subscription.
Calculate the phone-screen hours you can get back
Move the slider to match your weekly applicant-screening load.
How much time can you save?
Screening interviews each week
Volume
20
Your estimate
260 hours saved
About 33 full work days each year
$22k saved
Cost saved each year
How we calculate
Hours saved each year:
20 calls x 15 min/call = 5 hrs/week x 52 weeks = 260 hrs/year
Cost saved each year:
260 hrs x $85/hr (average team cost) = $22,100/year
Concrete controls for AI-assisted screening
Speed only helps if recruiters can inspect the evidence, explain decisions, and keep candidate data under control.
People still make the final choice.
Use scores as a guide. Read transcripts, listen to recordings, and record human reasoning before you choose.
No automatic rejection
Intevie can summarize and score, but a person decides who moves forward.
Transcript and recording audit
Recruiters can read the transcript and listen to the recording before trusting a score.
Score override context
When teams change a recommendation, the review should keep the human reason visible.
Candidate consent before recording
Candidates see expectations, permissions, and consent language before the interview begins.
Retention controls
Teams need clear data retention and privacy handling for candidate interview records.
Role-aware access
Admin, member, and reviewer access should match what each person is allowed to see.
Questions high-volume teams ask.
Simple answers about scale, fairness, candidate experience, and human control.
Intevie helps teams screen at scale. People still make the final hiring choice.
- Yes. Screens run in parallel, so many applicants can answer at the same time instead of waiting for a recruiter to call them one by one.
Start Intevie on one live role before you change your workflow.
Invite applicants immediately, review transcripts and structured summaries, and keep every shortlist decision with your team. No onboarding call needed.
What high-volume teams get
Screen applicants as soon as they apply
Clear candidate evidence helps managers choose with care.
Use one consistent score guide at scale
Clear candidate evidence helps managers choose with care.
Keep every move-forward decision human
Clear candidate evidence helps managers choose with care.
Sign up, create one role, send the candidate link, and review summaries. Free interview credits included.