Apriora

Alex holds an actual conversation, not a recorded prompt list. She follows up on what the candidate says, asks technical, behavioral, or system design questions depending on the role, and produces a transcript plus a scored summary. Candidates report completing these at high rates, and the company says more than 90% of scheduled candidates finish the interview. It's the core of the product, and everything else feeds it or cleans up after it.

Not everyone wants a video call. Alex reaches candidates by phone, video, SMS, or WhatsApp, and picks up the channel each person actually answers. For hourly and shift work, a text conversation gets more replies than an email link. For engineering roles, an automated video interview with a shared editor makes more sense. You choose which channels are live per role.

Every application gets scored against the job criteria the moment it lands, so the shortlist exists before a recruiter logs in. Talent Match goes a step further and digs through profiles already sitting in your ATS, then messages the promising ones about a new role. That second piece is worth a look if you've been paying for job boards while old candidates sit untouched.

Fake applicants are a real cost in remote hiring. Verify scores each application for risk across email, phone, LinkedIn history, location, and other signals, then flags the ones that look manufactured. Recruiters see the risk score before they open the file. It won't catch every case, and it shouldn't be the only check on a suspicious application, but it moves the obvious junk out of the queue.

Proctor watches the interview in real time and flags moments worth a second look, like a candidate reading from another screen or a voice that doesn't match the transcript. Identity compares a government ID against a live selfie during the session. Together they answer the question every AI interview raises: was the person who answered the one you're hiring? Human review still matters on flagged sessions.

When a candidate clears the bar, Alex books the next interview directly on your team's calendars. No email thread, no coordinator chasing time zones. The value here is mostly in the handoff speed, since a strong candidate who waits four days for a scheduling link is a candidate who keeps interviewing elsewhere.

Apriora connects to 33 applicant tracking systems, which means scores, transcripts, and status changes land where your team already works. It also means you don't have to rebuild a hiring pipeline around the tool. Check that your ATS is on the list before you commit, because the integration is what makes the rest usable day to day.