Interviews that open with a line from their own CV
Every CV you sync is screened against criteria you set. A hyperrealistic AI persona runs the interview and scores it, with the evidence behind each score.
Rather watch? The recruiting tour.
How a job goes out, every applicant comes back scored, and the AI interview arrives with its transcript.
One ad in. One hire out.
AI does the reading. A recruiter makes every call.
Sample pipelineEvery applicant for the role arrives through your join.com ad, into one list.
Move a weight. Watch the shortlist move.
Persohap drafts the criteria. You word them, and you decide what counts.
Sample data. In Persohap the weights are agreed before a single CV is read.
Every score carries the words behind it
Step through the interview. Each answer fills one criterion.
Asked“You led the platform migration. What would you do differently today?”
Answered“We changed everything in one go. Nobody can review a change that big, so today I'd do it one piece at a time.”
Hiring is one action, not a handover
Employee record, department, login invite, onboarding path: created together.
- 16:04Employee record createdLena Fischer · Frontend Engineer
- 16:04Department and team setEngineering · Frontend
- 16:04Login invite sentSingle use · no shared password
- 16:04Onboarding path assignedOnboarding · Engineering
- Day 1First lessons waiting6 lessons, due in the first month
The lessons themselves are built in learning and development.
Same criteria, same evidence, one human decision.
What the system does to keep candidates comparable, and where a person stays responsible.
- 01One criteria set per role
Every candidate for a job is measured against the same list. It is fixed when the job is created and does not change while the process runs.
- 02A person writes the criteria
AI drafts a first set from the job description. Your recruiter rewords, reorders and confirms it before a single CV is read.
- 03Only the candidate's words count
In the interview, only the candidate's answers are scored. The persona's questions are marked as context and cannot earn points.
- 04Every score keeps its evidence
For each criterion the scorecard stores the passage from the transcript the score is based on, next to the full transcript.
- 05The system recommends, you decide
The output is advance, hold or reject with a confidence value. Hiring and rejecting are always actions a manager takes.
- 06No recording, no face analysis
Only the transcript is kept. No video or audio of the candidate is recorded, and nothing analyses faces or appearance.
Questions recruiters ask first
One link. No account.
The persona opens on their CV, follows up on real answers, and returns a transcript with an evidence-backed scorecard.
Your criteria, your order.
AI drafts them; your recruiter rewords and prioritises them before a single CV is read.
join.com
Jobs publish out, candidates sync back. One source of applicants per role.
Same criteria, every candidate.
The same criteria for every candidate, and each score keeps the transcript passage it is based on.
One action, day-one ready.
Record, department, invite and onboarding path, created together.
The structured interview, from criteria to scoring sheet
A free conversation tells you who you enjoyed talking to. A structured interview, with criteria set in advance and an anchored scale, tells you who is likely to do the job well.
Read article
Why the interview opens with a line from the candidate's own CV
The first thirty seconds decide whether a candidate treats the conversation as real. So the persona starts with something only a reader of their CV could know.
Read article
AI in recruiting: what the EU AI Act and the GDPR ask of HR
The EU AI Act treats AI used to select candidates as high risk, and the GDPR says a machine must not reject anyone on its own. Here is what that means for an HR team in practice.
Read articleSee a candidate interview end to end
Publish a job, edit the criteria, watch the interview, read the scorecard.