InterviewStack for Recruiters
AI screening interviews that give you evidence, not a verdict.
Set up the role and what you want covered once. Every candidate gets the same 30 minute live interview from a link that needs no login. You get the recording, the transcript and a written assessment you can read and argue with. $12 per interview.
A work email creates the workspace. No card, no seats, no monthly plan.
How a screening runs
Four steps. The first one is the only one that takes your time.
Configure the interview once
Pick the role, the level, the interview type (technical, behavioral and others) and a focus. Add the job description and anything you want to make sure gets covered. The plan is built from all of it, and you can read and edit it before the first candidate starts. Every candidate gets the same plan by default.
Send each candidate a link
The link needs no login and no account. Every candidate takes a short guided practice first, so the format is not the thing being tested. They see a privacy notice and consent before anything is recorded.
They interview for 30 minutes
A live interview that asks follow-up questions. Candidates answer by voice or by typing, whichever you allow. Interviews are in English today. Thirty minutes is the length, with no short or extended variant.
You read the evidence and decide
Open the recording and the transcript, read the assessment and its reasoning, then record your decision. You can override the score with a reason, and hiring managers can vote. The decision is always a person’s.
What you get back for each candidate
Everything you would have taken away from running the call yourself, plus the parts a person taking notes usually loses.
The recording
Screen and camera, where they were enabled for the screening.
The full transcript
Everything asked and everything answered, in order.
A written assessment
Reasoning on four dimensions, plus a caveated 0 to 100 signal. It is a signal, not a decision.
Plan coverage
Which parts of the plan the interview reached, and which it did not.
Session context flags
Tab switches, time away, camera state, and connection or device changes. Shown as context, never as an automatic rejection.
A way to hand it on
Read-only review links for anyone else, CSV export, webhooks, an API and Zapier-style subscriptions.
There is no ranking of candidates and no hire or no-hire label. The recruiter records the decision, can override the score with a reason, and hiring managers vote. That is a deliberate limit, not a missing feature.
What it will not do
Worth reading before you compare us to anything else. These are refusals, so they will not appear later as features.
- No ranking of candidates, and no hire or no-hire label.
- No face analysis, no eye or gaze tracking, no emotion inference.
- No "AI-written" detectors on anything a candidate says or types.
- No identity verification.
- Flags are context for a conversation, never an automatic rejection.
- No score is shown to the candidate.
What it costs
You buy interviews, not seats. Nothing renews on its own.
Prices in US dollars.
$12
one interview
Buy a single one.
$100
10 interviews
$10 each.
$450
50 interviews
$9 each.
$1,600
200 interviews
$8 each.
- Three free interviews when you create a workspace.
- No seats, no monthly plan, no minimum term.
- One credit is used when a candidate starts a real interview, and comes back if we cannot create the interview.
- Credits are valid for 12 months and are used oldest first.
How that compares
The nearest self-serve AI interview product lists at $20 for an interview that typically runs 15 minutes. High-volume phone-screen tools sell 10 minute phone screens, and they only cost less per screen once you are running roughly twenty to forty screens a month. If you run a handful of first rounds a month for knowledge-work or technical roles, a 30-minute recorded interview at $12 each, with no plan to commit to, fits that volume.
For your privacy and legal review
A work email is required to create a workspace. Candidates see a privacy notice and consent before anything is recorded. Retention is set per candidate, and a candidate’s data is deleted on request. We have published an internal synthetic bias test together with its limitations. It is our own test, not an independent audit, and the page says so.
- TrustWhat we hold, where it runs, and what we do not claim.
- Candidate privacy noticeWhat a candidate is told before anything is recorded.
- Data processing agreementThe processor terms your legal team will ask for.
- IntegrityWhat the session flags do, and everything they do not analyse.
- ExplainabilityWhat the assessment measures and how the signal is produced.
- Colorado AI Act disclosuresIntended use, limitations, and human-review instructions.
- Terms of serviceCredits, notice periods, and how the agreement changes.
- PricingPer interview and pack prices in full.
- API documentationRead screenings and candidates programmatically.
- Webhook documentationSigned events when an interview completes.
Questions recruiters ask
If something here is not answered, the trust and legal pages go into more detail.
How long is an InterviewStack screening interview?
Thirty minutes. That is the only length: there is no short version and no extended version. Every candidate takes a short guided practice before the real interview, so the format is not the thing being tested. That is about 40 minutes in all for a candidate.
How much does one screening interview cost?
$12 for a single interview, in US dollars. Packs bring that down: 10 interviews for $100, 50 for $450, and 200 for $1,600. Creating a workspace comes with three free interviews. There are no seats, no monthly plan and no minimum term.
When is a credit actually used?
One credit is used when a candidate starts a real interview. It comes back if we cannot create the interview. The guided practice does not use a credit. Credits are valid for 12 months and are used oldest first.
Do candidates need to create an account?
No. Each candidate gets a link that works without a login. They open it, go through the guided practice, and then take the interview. Candidates see a privacy notice and consent before anything is recorded.
Does it rank candidates or decide who to reject?
No. There is no ranking of candidates and no hire or no-hire label. You get a written assessment with the reasoning behind four dimensions and a 0 to 100 signal shown with the reminder that it is a signal, not a decision. The recruiter records the decision, can override the score with a reason, and hiring managers vote.
What are the session context flags, and can they reject someone automatically?
They are context, and they never reject anyone. The flags cover tab switches, time away, camera state, and connection or device changes. They are shown next to the recording so you can ask the candidate about them, and nothing is zeroed or discarded on your behalf.
Does the interview analyse faces, eyes or emotion?
No. There is no face analysis, no eye or gaze tracking, and no emotion inference. There are also no "AI-written" detectors and no identity verification. What you get is the recording, the transcript and reasoning you can read yourself.
Can I make sure specific questions get asked?
Not word for word, but you can make sure a subject is covered. Add your questions to what you want the interview to cover when you set up the screening, and the plan is built from that and the job description, so they turn up in the phase where they fit. You can read and edit the plan before the first candidate starts, and the review shows which parts of the plan the interview reached. Every candidate gets the same plan and interviewer by default.
Is the interview spoken or typed, and what language is it in?
Both are available and you choose: a candidate can speak or type, in the language you picked for the screening. English is the language available today.
Can I share a candidate with a hiring manager who does not have an account?
Yes. You can send a read-only review link to anyone. You can also export to CSV, and connect the results to your own tools through webhooks, an API and Zapier-style subscriptions.
What happens to a candidate’s recording and transcript?
Candidates see a privacy notice and consent before anything is recorded. Retention is set per candidate, and a candidate’s data is deleted on request. Our candidate privacy notice and data processing agreement set out the detail in full.
What roles is this built for?
Knowledge-work and technical roles, as a first-round screening interview. You pick the role, the level, the interview type (technical, behavioral and others) and a focus, and the interview plan is built from that plus your job description.
Run your first screening this week
Creating a workspace takes a work email and gives you three free interviews. Set up one role, send one link, and read what comes back before you decide whether it is worth $12.
Preparing for an interview instead? InterviewStack for candidates.