Use case ยท HR and talent teams
AI Recruiting Software for In-House HR and Talent Teams
AI recruiting software for HR teams takes over first-pass screening and interview scheduling for an in-house team hiring across departments. IntelliHire reads every application against the rubric you set, runs consistent first-round AI voice interviews around the clock and writes scorecards hiring managers can check against the transcript. People make every decision.
- Same rubric from screening to scorecard
- Scorecards that cite the transcript
- People make every hiring decision
Updated
In-house HR and talent teams hire for every department, often alongside onboarding, policy work and employee questions. IntelliHire is AI recruiting software for HR teams that reads every application against the rubric you set, runs consistent first-round AI voice interviews around the clock and writes scorecards that cite the transcript.
Your team can take back the hours spent on first-pass screening and scheduling, and hiring managers get evidence they can check. People make every decision: no candidate is ever rejected by a machine.
The problem
Why In-House Hiring Slows Down Before the First Interview
Most HR teams are not short of applicants. They are short of hours. First-pass screening and interview scheduling land on the same few people who run onboarding and answer employee questions, and every hiring manager wants their role filled first.
- Challenge 01
Too many applications
Popular roles draw more applicants than anyone can read properly, and the strongest one can be the application nobody opened.
- Challenge 02
Too much manual screening
Your team reads resume after resume against the same checklist, role after role. Every hour on first-pass review is an hour not spent with candidates or hiring managers.
- Challenge 03
Slow interview coordination
Momentum disappears between calendars and follow-ups. Each first conversation needs a free slot from a recruiter, a hiring manager and the candidate.
- Challenge 04
Great candidates get missed
Strong potential can sit behind an unusual resume, and when every interviewer runs the first round differently, candidates for the same role are hard to compare.
How IntelliHire helps
What AI Recruiting Software for HR Teams Should Take Off Your Desk
IntelliHire takes the reading, ranking and first-round interviews off your team's desks and leaves the decisions with your people. For each role you set the job description and rubric first, so screening, interviews and scorecards measure the same criteria from the first application to the last scorecard.
Every shortlisted candidate gets a first-round AI voice interview at whatever hour suits them. IntelliHire's AI interview software transcribes each conversation, and the scorecard cites the transcript, so hiring managers can read the answer behind every rating.
Depending on your plan, ATS and calendar integrations connect IntelliHire to the tools your team already runs, AI can join your team's live interview calls, and recruitment analytics show time-to-hire, funnel conversion and where candidates stall. Compare what each plan includes on the IntelliHire pricing page.
- 01
Consistent first rounds
Every shortlisted candidate for a role is interviewed and scored against the same rubric, so your team compares like with like.
- 02
Evidence-backed scorecards
Each scorecard rates the candidate against your rubric and cites the transcript, so a hiring manager can check the evidence before relying on a rating.
- 03
Ranking with reasons shown
Candidates are ranked with explainable reasoning, and your team decides which signals carry weight.
- 04
Scheduling that keeps candidates moving
Interview scheduling coordinates the next step, so candidates are not left waiting between rounds.
In practice
An In-House Hiring Round in Practice
Here is how a typical role moves through IntelliHire, and who owns each step. It follows the same five stages described in how IntelliHire works.
- Step 1
HR and the hiring manager agree on the rubric
Your talent partner and the hiring manager agree on what the role needs. JD and Rubric Studio drafts the job description and rubric together, and your team reviews both before the role opens.
- Step 2
IntelliHire reads and ranks applicants
Every application is parsed as it arrives and ranked against the rubric, with the reasoning shown.
- Step 3
Your recruiter builds the shortlist
Your recruiter reviews the ranking, weighs the signals that matter for this role and chooses who moves to a first-round interview.
- Step 4
AI runs consistent first rounds
Shortlisted candidates take an AI voice interview at any hour, after a device check in the candidate portal, with updates by email and WhatsApp, and SMS depending on your plan.
- Step 5
The hiring manager decides
The hiring manager reads the transcript-cited scorecards, decides who moves to the next round and makes the final offer decision.
Human oversight
What Your Legal and IT Reviewers Will Ask
Before an HR team adopts any AI hiring tool, someone will ask who decides and how candidate data is handled. Read how human oversight and data security work in IntelliHire, or start with the short answers below.
People make every decision
IntelliHire ranks, summarizes and flags. No candidate is ever rejected by a machine, and the terms say AI outputs must not be the sole basis for rejecting a candidate.
Integrity flags go to a person
On selected plans, interview proctoring flags possible concerns for review. A flag is a prompt to look, never an automatic rejection.
Candidate data is protected
Candidate data is encrypted in transit and at rest. Access is role-based and logged, retention windows are configurable, and IntelliHire does not sell personal information.
Candidates can ask questions
Candidates can request information about automated processing and, where applicable law provides, ask for human review.
Enterprise controls
Enterprise plans add multi-tenant isolation, SSO, and custom retention and audit logging.
How does IntelliHire keep first-round interviews consistent?
You set the job description and rubric first, and screening, interviews and scorecards all measure the same criteria. Every shortlisted candidate for a role takes a first-round AI voice interview assessed against that rubric, and each scorecard cites the transcript, so your team compares candidates on the same evidence.
Does IntelliHire work with our ATS and calendar?
ATS and calendar integrations are available depending on your plan. IntelliHire does not list specific ATS or calendar products publicly yet, so bring the names of the systems your team runs to your demo and ask whether they are supported today.
Who makes the hiring decision?
Your team does. IntelliHire ranks, summarizes and flags; people decide. No candidate is ever rejected by a machine, and the terms say AI outputs must not be the sole basis for rejecting a candidate. Your hiring managers read the evidence and make the offer decision.
How is candidate data protected?
Candidate data is encrypted in transit and at rest on multi-tenant infrastructure. Access is role-based and logged, and retention windows are configurable. IntelliHire does not sell personal information. As data controller, your organization obtains any required candidate consent for recording and automated processing.
Can AI join interviews our hiring managers run?
Yes, depending on your plan. AI-assisted human interviews let AI join your team's live interview calls alongside your interviewers. The interview still belongs to your team, and so does every decision that follows it. Check which plans include it on the pricing page.
See it on a live role
See IntelliHire on Your Team's Next Open Role
Bring a role your team is hiring for now. We'll walk through how IntelliHire would screen, interview and score it, and show where your HR team and hiring managers stay in control.
No candidate is ever rejected by a machine.