“The same candidate reaches us four ways. Past search, vendor, sourced, applied, and no two agree on how far along she is.”
Skip the resume.
Meet the candidate.
HiringScout screens resumes, makes the calls and runs the interviews. You get a score, a recording and a transcript for every name.
Screens, calls, and interviews, done for you.
A hiring partner that truly understands your needs
Requirement
Sourcing
Reachout
Screen
Interview
01Requirement
Tell it the role once, in whatever form you have it
- Type it in, paste a brief or say it out loud
- The job post is written for you, and you can edit any of it
- Set your knockouts and what a good score looks like
- SEO-ready job post, published to job boards and social
02Sourcing
Sourced the moment you publish, or on demand
- Publish a job and matching candidates are sourced, ranked and contacted
- Or describe who you want in plain words and we find them
- Score anyone against any role, reveal contacts, add them to a reachout flow
- Applications flow in from referrals, your ATS, bulk uploads, LinkedIn and social
03Reachout
The chasing, done properly and done for you
- Build flows from email, AI call, LinkedIn and manual call steps
- Follow-ups run on schedule and stop once someone replies
- AI calls stay inside your calling window
- Emails go from your own mailbox, unsubscribes handled for you
04Screen
From a cold list to a scored conversation
- Every resume scored against what matters for the role
- Custom knockout questions first, so a bad fit ends in minutes
- Every call recorded, transcribed and scored on your rubrics
- You get a shortlist with reasons, not a stack of PDFs
05Interview
A full interview, then your call
- Live coding that runs, plus a design board they defend
- Behaviour, reasoning, communication and fit, scored in one session
- Proctored end to end, with the candidate's consent
- Your rounds pick up from there. No auto-hire, no auto-reject
I am a
Struggling to place faster
than your competition?
“We re-screen people we already screened. Nobody can tell it is the same person until the interview.”
“Margin dies in the middle. Recruiter hours per placement is the number that decides whether a req was worth taking.”
Four origins merge into one record the moment a duplicate appears, so a vendor submission never restarts her screen.
Every candidate carries one transcript, one recording, one score. She is never asked the same questions twice.
Calls run and score themselves, so your team spends its hours on the shortlist, not on reaching it.
Search across millions of profiles
Ranked against a real job, kept, and reached out to, all in one place.
Global search
Describe the role. Search everyone at once.
One search, and everything that happens after it.
Plain words, not boolean. One search covers every source you have and comes back ranked against a real job, yours or any posting URL.
Finding the person is the easy half. The same place scores the results, keeps who you passed on and does the follow-up.
- Describe the role in plain words and search everyone at once
- Scored against the job, not a keyword list
- Everyone you have ever seen, still yours
- Outreach that follows up for you
Scored against the job, not a keyword list
The number always points back to why.
Everyone you have ever seen, still yours
Runners-up stay in your pool and re-rank on their own.
Outreach that follows up for you
Email, message and call, all sent from your own domain.
Every shortlisted candidate gets a screening call. Today, not next Tuesday.
SARA calls in their own hours and files a scored transcript before you open the record.
- Custom knockout questions, asked before anything else
- Competencies set per job, so a nurse isn't judged like an engineer
- Assessment, scores, transcript and recording for every call
- Missed calls redialed in your call window, Do Not Call honoured for good
- 01Skill assessment3:20 Walked through a real retry-logic bug she shipped a fix for.
- 02Knockout questions2:05 Cleared all four on the brief, including on-call rotation.
- 03Availability & notice1:39 On a 30-day notice, can start inside four weeks.
Then a full interview, not a coding test
Code they explain, a design they defend, real questions on behaviour and fit. One scorecard, every number backed by the transcript.
- Real code, executed, and a design board scored like the rest.
- Rubric scoring on skill, behaviour, reasoning, communication and fit.
- Proctored end to end, with consent.
- Thin evidence lowers confidence, not the score. Nothing auto-rejects.
SARA “Walk me through the retry logic you added. What was failing before it?”
Coding challenge
Problem statement
Orders arrive in nightly batches and the same order id can appear more than once.
Return every id that repeats, in the order it was first seen again. The batch can hold 50k rows.
# repeated order ids in tonight's batch def dupes(orders): seen, out = set(), [] for o in orders: if o.id in seen: out.append(o.id) seen.add(o.id) return out
// repeated order ids in tonight's batch func Dupes(orders []Order) []int64 { seen := make(map[int64]bool, len(orders)) out := []int64{} for _, o := range orders { if seen[o.ID] { out = append(out, o.ID) } seen[o.ID] = true } return out }
Output
running…
Executing…
System design
Design brief
Sketch order status lookups at a hundred reads per write.
Say where the read goes, and what happens when that node is gone.
SARA “One primary and no read path. Where does the status lookup go when it fails over?”
Interview status
Interview complete
Thank you for your time. You may close this window.
- Recording32:07
- TranscriptFull
- Flags2
- Score88
Add-ons
- Sourcing, screening and the AI interview are standard on every role.
- Extra rounds, checks and an ATS switch on only when a role needs them.
- Turn them off again the moment that role is filled.
You are never buying the whole suite to fill one seat.
01
Company rounds
Your own interviewers run extra rounds after the AI call.As many rounds as the role needs, with your own interviewers. Every room opens with the AI round already read.
02
Background verification
Employment and education checks on finalists.Send finalists for checks from the screen you shortlist on. Results land on the record as they clear.
03
ATS
Pipelines, stages, notes and team access, all in HiringScout.A full applicant tracking layer, for when you'd rather run hiring here than push candidates back out to another system.
No per-seat cost. Onboard your whole hiring ecosystem.
Everyone opens the same pipeline and sees only the slice their role covers. No exports, no stale copies, no seats to buy.
- Everyone sees only the jobs and candidates that concern them
- Staffing firm? Bring clients in to run their own interview rounds
- Tag a colleague or send an interviewer a link, no account needed
- Two-factor on every account, and adding people costs nothing
Your vendor partners submit on your assessment bar, not their own
No inbox, no spreadsheet. Vendor candidates run your rounds. You can finally say which vendor was worth the fee.
- Invite a vendor once and every recruiter on their side gets your brief
- Their candidates arrive scored like yours, with a transcript behind every number
- Cap how many each vendor can send, duplicates caught automatically
- Vendors see only their own candidates, and you can pause any of them anytime
Plugs into how you already work
Connect once and posting, outreach and notifications run through the tools you already use.
Greenhouse
Slack
Workable
Discord
Gmail
Outlook
LinkedIn
X
GitHub
dev.to
Facebook
and 40+ more
Your mailbox, with outreach from your own domain
Social auto-posting on publish
Slack & Discord alerts
ATS sync
Vendor & staffing partners
What changes when screening runs in parallel
Same day
A call or interview slot the day they apply, not when a recruiter gets to them
In parallel
Every applicant screened at once, not queued for a human's calendar
Every round
A written assessment behind every score, not just the ones someone remembered
Any hour
Calls and interviews in the candidate's own hours, not a recruiter's shift
For Job Seekers
- Practice interviews, never the real questions.
- Matched job alerts every 30 minutes.
- Public and code profiles rewritten, not scored.
- A resume fitted to each application, all on one timeline.
Try free
Everything a job seeker needs, in one place
01 "My clients will never accept an AI interview."
They're not asked to. The AI round happens before you submit, so it's how you decide what to send. Your client gets a human recommendation with a transcript behind it.
A human reviews every interview outcome before it reaches your client.
02 "Can I keep my clients separate from each other?"
Yes. Each client is its own record with its own roles and candidates. A recruiter on two accounts sees two pipelines, and nothing crosses between them.
Per-customer context. Scoped access per recruiter.
03 "I can't afford another tool. I'm a five-person shop."
Count what you're replacing, not adding. Sourcing, outreach, screening and coding assessments are four line items today. This is one price, whole team, no per-job fee.
Pay for what you use. No seats to buy, nothing to sign.
04 "How do I prove my submits are better than the next agency's?"
You send the evidence with the person. Every submit carries a transcript, a recording and a scored rubric, so the client compares a record, not your adjectives.
Share a candidate's full record with one link.
01 "We already have an ATS. I'm not replacing it."
Don't. An ATS stores what happened. This produces the evidence your ATS then stores. They do different jobs, and yours keeps doing its one.
Works standalone, or alongside the ATS, Slack, Discord and calendar you already open.
02 "How do I know the score isn't just a guess?"
Because you can open it. Every number points at the moment in the transcript that earned it. If you disagree with a score, you can see which answer it was reading and say so.
Scored competencies, each traceable to a written anchor and a timestamp.
03 "What actually lands on my desk afterwards?"
A transcript, a recording, a scored rubric and a recommendation, plus the questions left open, so your round starts where the AI stopped.
Ready to share with your team or push straight into your ATS.
04 "How long until I'm actually running a role on this?"
About ten minutes. Paste a job description or a posting URL, check the questions it drafts, and publish. Sourcing and screening start from there.
No implementation, no onboarding call required.
01 "We staff projects, not seats. Does that fit?"
Better than a seat model does. Roles open per engagement, screen against that stack, and close when it ships. You pay for the screening you ran, not a licence you carry between projects.
Usage-based. Roles open and close with the engagement.
02 "Can we bench-screen for skills a client hasn't asked for yet?"
Yes. Screening doesn't need a posted job. Run a round against a role you haven't opened, keep the scored records, and re-rank the pool when a real engagement lands.
Standalone screening. Pools re-score against any new role.
03 "Our subcontractors submit people too."
Bring them in as vendors. They submit into the same pipeline on the same bar, see only their own candidates, and get scored on who they send, not how many.
Per-firm caps. Duplicates turned away automatically.
01 "Is the technical bar real, or a quiz?"
Code is written and run in the language the role calls for, and the design round is a whiteboard the candidate draws on and defends. No multiple choice anywhere.
Live execution. One recording, one transcript, one score.
02 "What stops someone having an LLM answer for them?"
The session is proctored end to end with the whole screen shared. Every flag lands on the record with a timestamp, and nothing ends a round on its own. You judge what it was worth.
Every flag lands on the record, with a timestamp.
03 "Will my engineers still have to sit in first-round calls?"
No, that's the round this replaces. Your engineers join once there's something to argue about, with the AI round already read and the open questions listed.
Company rounds start where the AI round stopped.
04 "Does our candidate data train your models?"
No. Transcripts, recordings and scores are encrypted in transit and at rest, every action is audit-logged, and none of it trains a model. Deletion requests reach you, not a black box.
Encrypted in transit and at rest. Full audit trail.
01 "What am I actually committing to?"
Nothing on a term. You pay for what you use, with no seats to buy and no contract to sign. Add-ons switch on per role and off again after it.
No seat licences. No minimum term.
02 "Which line items does this actually replace?"
Usually four. Sourcing, outreach, screening and the coding-assessment vendor. Most bill per seat or per job today. This is one usage line for the same work.
One line item, whole team, no per-job fee.
03 "Can I see where the spend went?"
Every charge is itemised against the job and candidate it was spent on, so a month's usage reads as a list of roles filled, not one opaque platform fee.
Per-role, per-candidate usage history.
01 "We have no recruiter. Can we run this ourselves?"
That's the common case. Publish the role and sourcing, outreach, screening and scheduling run on their own. You come back to a ranked shortlist with the reasoning attached.
About ten minutes to set up a role.
02 "Who is accountable if a hire goes wrong?"
You are, and the record shows why. Nothing auto-hires. A resume that misses your bar can be screened out automatically, but every interview outcome and hire decision has a human on it.
Every hire decision has a human on it, logged.
03 "Is this going to embarrass us in front of good candidates?"
They pick their slot, get a callback if they miss it, and can read the transcript afterwards. The round carries your role and your bar, not a generic quiz.
Rescheduling and follow-up handled automatically.
01 "Is a machine deciding whether I get the job?"
Not the interview. It produces a transcript, a recording and a scored rubric, and a person at the company decides from that. A resume can be screened out automatically if it clearly misses the stated requirements, like any ATS filter would. Every interview and hire decision is a human call.
A human decides your interview outcome, every time.
02 "What if I can't make the time slot?"
Pick another. You choose your slot, get a callback if you miss it, and rescheduling doesn't cost you your place.
Self-serve scheduling and rescheduling.
03 "What does it cost me, and what happens to my data?"
Nothing to start. Every account includes a resume check, a practice interview and job alerts for free, and you only pay if you want more. Your record is yours, and a deletion request reaches a person.
Free to start. Deletion on request.
Start with the role you need to fill next
About ten minutes to set up. Pay for what you use. No seats to buy, and nothing to sign.