InterviewGod · AI interview screening
The first round is where your team's time disappears and where good candidates drift to faster employers. InterviewGod conducts structured first-round interviews and scores every candidate against the same rubric, so your hiring managers only meet the people who clear it.
Same questions, same bar, every candidate — a consistent first filter that runs at the volume your funnel actually has, with the evidence behind each score.
Banao — every engineering hire clears an InterviewGod first round before a panel meets them.
A first round that is consistent, fast, and evidenced — the opposite of a tired recruiter on call number forty.
Every candidate answers the same questions against the same rubric, so scores are comparable instead of mood-dependent.
Your team gets a ranked list with the reasoning behind each score, not a pile of CVs to re-read.
Screen tens or thousands of applicants without adding recruiter headcount to keep up with the inbound.
AI runs the filter; your managers own every later round and the final call. The screen informs, it does not decide.
Metrics shown dotted (··) are being finalised in our case-study metrics pack. The deployment is real; we will not publish a number before it is verified.
Banao (internal)
Banao screens every engineering candidate on InterviewGod before a human panel meets them. It is how a 300-person company keeps hiring without burning its senior engineers on first-round calls.
High-volume hiring (anonymised)
For teams screening at volume, the AI first round applies one bar to everyone, so the shortlist your managers see is consistent rather than dependent on which recruiter ran the call.
Banao screens 100% of its engineering first rounds on InterviewGod. We are our own hardest customer — when the screen is too loose or too harsh, our own teams feel it, and we tune it.
Most interview-tech has never had to hire at scale on itself. This has, every week. The version you run has already been corrected against the cost of our own bad passes.
A screen is a filter, not a decision. We will tell you where it does not fit:
We prove the screen against your own past hires first.
We configure the screen for one real role and run it against candidates you have already hired, so you see how its shortlist compares before committing.
We tune the rubric to your roles and wire shortlists and scores into your ATS so the evidence travels with the candidate.
Roll out across funnels, with the screen learning from which shortlisted candidates actually performed.
Will candidates accept an AI first round?
For a first round, generally yes — it is faster and fairer than waiting weeks for a callback. We position it as a consistent first step, with humans owning every later round and the decision. Candidates reach your team having cleared a clear, even bar.
Does the AI make the hiring decision?
No. The AI runs the first-round filter and produces a ranked, evidenced shortlist. Your managers own every later round and the final call. The screen exists to give them better candidates to spend time on, not to decide for them.
How do you keep the screen fair?
Every candidate answers the same structured questions against the same rubric — more consistent than a human running their fortieth call. We validate each rollout against your own past hires in the Pilot Sprint and keep tuning as outcomes come in.
How fast can we see it working?
The two-week Screening Pilot Sprint runs the screen against candidates you have already hired, so you see how its shortlist compares to your own decisions before any wider rollout.
Pick one role. In 30 minutes we'll show how an AI first round would have shortlisted people you have already hired.
Book a demo
