The AI Recruiter That Interviews Every Candidate You Get
Selectal's AI recruiter interviews every candidate by video, voice or chat, scores answers against the role and hands your team a ranked shortlist.
What an AI recruiter does before your team joins the call
An AI recruiter is software that runs the first interview instead of a person. It reads the role, talks to every applicant who applies, scores the answers against your requirements and passes the strongest people to your team with the recording attached.
That is a different job from an applicant tracking system. Your ATS stores candidates and moves them between stages; nobody inside it ever speaks to anyone. The bottleneck in high-volume hiring is not storage — it is the thirty minutes a recruiter spends on each first-round call, and the days a candidate waits for one to be free. Selectal removes that queue: the interview happens when the candidate applies, not when a calendar opens up.
For a hiring team, the practical effect is that candidate screening stops being a scheduling problem. Every applicant is interviewed. Nobody is filtered out because a recruiter ran out of hours on a Friday afternoon.
It is also worth being precise about the category. Most AI recruiting software helps a person work faster — it writes job descriptions, ranks résumés, drafts outreach. An AI recruiter does the work itself: it holds the conversation, listens to the answer, asks the follow-up and writes down what it heard. That difference is what decides whether your first-round capacity is capped by how many hours your team has.
From job description to ranked shortlist in one working day
Step 1 — upload the role.
Paste the job description. Selectal builds an AI recruiter tailored to it in minutes: the questions, the follow-ups and the scoring criteria come from the requirements you already wrote.
Step 2 — every candidate gets an interview.
Candidates receive a link and talk to Ivy, the AI interviewer, when it suits them: the interview is available 24/7, in 30+ languages and dialects, on any device and on a slow connection. There is no limit on how many people can be screened in parallel, so a spike in applications does not become a backlog.
Step 3 — your team reviews a shortlist, not a pile.
Each candidate arrives with a profile, the full interview recording, skills, experience, salary expectations and a recommendation. You sort by the criteria that matter for the role and move the top people forward — to a recruiter interview, to training, to a first day at work.
Three interview formats, one candidate experience
Not every role deserves the same conversation, so Ivy runs three:
Video interviews
A face-to-face conversation that records the candidate on camera. The strongest visual and behavioural signal, and the right choice for demanding screening.
Voice interviews
An interactive spoken conversation designed for mobile. Good for judging communication skills without asking anyone to set up a camera.
Chat interviews
Text-based and the most accessible of the three. The fastest way to qualify a large field while keeping a human-like exchange.
The appearance and tone of the interviewer are configurable, so a barista role and a senior engineering role do not get the same script.
Screening 1,149 candidates a week without adding headcount
Three numbers from customers, each measured on their own hiring:
Kodland
automates 1,149 interviews per week with Selectal AI recruiters.
Drinkit
accelerated hiring 6×, cutting candidate processing from 30 minutes to 5.
Careerist
reported 723% ROI in the first six days of running an AI recruiter.
Candidates do not treat it as a downgrade: 97% rate the experience positively, and hiring teams give the platform 5 out of 5 on G2 and Capterra. (All figures as published by Selectal; each is a single customer's result, not an industry benchmark.)
Works inside your ATS, not next to it
Candidate screening that lives outside your process just creates a second inbox. Selectal integrates with the applicant tracking systems talent acquisition teams already run — Workday, Greenhouse, Lever, iCIMS, BambooHR and Tellent — and posts openings to top and local job boards, including LinkedIn and Indeed.
Interview results, recordings and scores land on the candidate record in your ATS. Recruiters keep working where they always worked; what changes is that the first round is already done when they open the profile.
Your team decides. The AI recruiter only gathers the evidence
The objection worth taking seriously is not "does it work" — it is "what is it deciding about people, and on what basis". Three answers:
Recommendations, not verdicts
Ivy scores answers against the criteria taken from your job description and ranks the shortlist. Hiring decisions stay with your team.
Everything is on the record
Every interview is recorded and attached to the profile, so a recommendation can be checked rather than trusted. That is also what makes scoring auditable when a candidate asks why they were not moved forward.
Compliance is not an add-on
Selectal is fully GDPR and CCPA compliant, and candidate data is handled under those rules at every stage.
Structured interviews help with bias for the same reason they help with quality: every candidate gets the same questions, in the same order, evaluated against the same criteria. What the AI recruiter removes is the variance between a recruiter's first call on Monday and their eleventh call on Thursday.
What hiring teams ask before switching to an AI recruiter
Will candidates refuse to talk to an AI?
97% of Selectal candidates rate the experience positively. The common complaint about automated hiring is silence — no answer, no interview, no explanation. Here every applicant gets a real conversation within minutes of applying.
Does it replace our recruiters?
It replaces the first-round screening call. Recruiters spend their time on the shortlisted people, on offers and on hiring managers.
How long does setup take?
Your interviewer is ready in minutes from a job description. No implementation project, no data migration.
What about roles in other languages?
The interviewer speaks 30+ languages and dialects, so a regional role does not need a separate process.
Can we run it on one role first?
Yes — most teams test on a single high-volume opening, compare the results with what their own screening produced, then scale.
We hire in seasonal waves. Does that work?
That is the case the platform is built for. Capacity does not depend on how many recruiters are free that week: retail, hospitality and support teams run hundreds of interviews during a peak and drop back afterwards without hiring temporary screeners. Staffing agencies use the same mechanism across several clients at once.
How do we know the scoring is fair?
Every candidate answers the same questions against the same criteria, and every interview is recorded, so a score can be reviewed rather than argued about. Structured, identical interviews are also the standard defence against bias in first-round screening — an unstructured call varies with the mood and the hour of the recruiter holding it.
See your own role interviewed
Upload a job description and watch the AI recruiter interview a candidate for it — video, voice or chat, your questions, your criteria. Book a demo and bring the role you are struggling to fill.