ATS sync (Beta)
Move shortlisted candidates and status updates into your ATS when you are ready.
Cost check
Test first screens before buying another monthly screening tool.
Similar screening tools often start around $200-$300/month, or roughly $2,400-$3,600/year. Intevie lets recruiters prove the first-screen flow with free credits before adding a card.
$200 in free usage credits
Interviews, resume scoring, and document signing
No monthly subscription
Example campaign model
10x
Modeled first-screen capacity
0
Auto-rejections, ever
85%
Modeled completion rate
24/7
Always-on candidate intake
Modeled for high-volume campaigns where every candidate can begin the same structured screen immediately and recruiters review evidence before deciding.
High-volume reality
Volume kills careful hiring.
It doesn't have to.
01
The phone screen queue
Hundreds of applications a week. A handful of recruiters. Most candidates wait days for a first call.
02
Drop-off you can't see
Candidates lose interest while waiting. By the time you call, the strongest are already at another shift.
03
Uneven screening
Different interviewers ask different questions. It is hard to compare people fairly across shifts and stores.
The applicant math
The queue is where top candidates disappear.
When hundreds of people apply at once, the bottleneck is not interest. It is the first structured conversation. Intevie lets every qualified applicant start immediately, then gives your team a comparable review view.
Example campaign model based on the assumptions shown in the table.
Campaign pressureManual queueWith Intevie
Applications in a campaign600 people600 people
Manual first-screen capacity18-25/dayParallel intake
First-pass coverage after 3 days54-75 peopleEvery invited candidate
Candidate wait-time avoided3-7 daysSame-day review
Decision basisScattered notesSame questions, score guide, transcript
Platform features
High-volume hiring tools beyond the first screen.
Start with the urgent bottleneck, then use Intevie to keep workflows, evidence, feedback, and team coordination moving at the same pace as your candidate volume.
SSO (Beta)
Support company sign-in with domain-aware SSO for portal access, team management, and connected assistant tools.
Custom hiring workflow
Fit stages, score guides, and next steps to the way your team already hires.
Candidate-first screening
Designed to keep candidate experience in mind with a clear, mobile-friendly initial screen that avoids recruiter-call delays.
Employee and hiring view
Keep employee records and agency hire views close to the roles, candidates, and handoffs your team manages.
Onboarding (coming soon)
Prepare onboarding documents and task checklists for organizations after a candidate is ready to join.
Document flow
Send offer documents for review and signing while keeping the hiring context attached.
Audit log
Keep transcripts, notes, recordings, and shortlist evidence in one review path.
ChatGPT app and Claude MCP connector
Ask candidate and workflow questions from the tools your team already uses.
Team management
Set roles, handoffs, and shared access across recruiters, hiring managers, and admins.
Candidate feedbacks
Collect structured feedback so decisions stay visible instead of buried in threads.
Candidate sourcing
Bring sourced candidates into the same screening flow without creating extra admin.
Matched candidate pool
Source candidates from your already screened pool as roles open, so strong past applicants are easier to reuse.
Interview quality dashboard
Track completion, quality, and review patterns before they slow hiring down.
Usage-based pricing
Start small and pay for real hiring volume instead of committing to heavy seat costs.
Company and team profiles
Keep role, company, and reviewer context attached to every interview and shortlist.
Useful for multi-site campaigns, shared hiring teams, and roles where review speed matters as much as candidate experience.
Human-led high-volume review
Where humans stay in control
Intevie helps collect consistent first-round evidence. Your team sets the criteria, reviews the transcript and score explanation, checks false-positive and false-negative patterns, and decides who moves forward.
Batch review
Large applicant batches still get a human final read.
Recruiters can scan consistent summaries quickly, then open the source evidence before acting.
No automatic rejections. Every move-forward decision stays with a person. Optional adverse-impact support and score visibility modes help teams roll out carefully.
01
Recruiter sets the scorecard and rollout mode
Confirm criteria, weights, degree strictness, transferable-skill allowance, and whether scores are visible during the pilot.
02
Candidate completes the voice screen
Each applicant gets the same structured first-round screen on their own time.
03
Transcript and recording audit
Review transcript, recording, score context, ATS sync status, and the actions taken on each candidate.
04
Hiring managers override and calibrate
Record the human decision, override score, disagreement reason, and false-positive or false-negative pattern for calibration.
Fast to launch
Go from campaign pressure to reviewed candidates in days.
You do not need a long implementation project to fix the first-screen bottleneck. Start with one role, prove the flow, then roll it out across sites or seasonal campaigns.
1
Day 1: Build the score guide
Start from a high-volume template, then tune questions for the role, location, and shift requirements.
2
Day 2: Publish the candidate link
Share the link from your job ad, ATS, email, or recruiter outreach. Candidates can start on mobile.
3
Day 3: Review the first shortlist
Hiring managers see ranked candidates with transcripts, notes, and evidence for each recommendation.
FAQ
Common questions about high-volume hiring
Yes. Interviews run at the same time. Whether you have 10 or 10,000 applicants, candidates can start as soon as they apply.
Move at the speed of your applicants
Stop losing strong candidates to slow first calls.
Set up your first high-volume role in minutes. No credit card. We'll be here when you grow to your next campaign.
What high-volume teams get
Instant screening at any scale
Volume without losing the human touch.
One score guide across every store
Volume without losing the human touch.
Notes ready the moment a candidate is done
Volume without losing the human touch.
No credit card needed. Scale up and back down without contracts.