40+ hours saved per hire
Wilbur’s case study reports more than 40 hours saved per hire after introducing AI interviews for technical screening. This result came from its wider hiring workflow.
Read the Wilbur storyHiring assessments and candidate evidence
Assess role-relevant evidence. Keep the hiring decision with people.
Skill Society brings together role-specific screening questions, CV-to-job comparison and voice interviews. Your team chooses the requirements, reviews the supporting evidence and decides who progresses.
- Customer-defined role requirements
- CV-to-job comparison with TalentFit
- Interview recordings and transcripts
- Human review of recommendations
Candidate interview example
Role-specific voice interview
Role requirementsCandidate evidenceRecruiter review
Customer experience across the platform
Use customer stories to understand the workflow and its context.
“Skill Society’s AI-driven interviews have transformed our hiring process, saving us significant time while maintaining candidate quality.”
Choose the evidence needed for your role
Different steps answer different hiring questions.
Combine the steps enabled for your account and role. A screening rule, a CV comparison and an interview report each provide different information for the hiring team.
- 01
Capture essential role requirements
Ask role-specific questions and collect the requested information. Configured rules can progress, filter or route an application for review.
People define the rules and review uncertain answers or documents.
Explore pre-qualification - 02
Compare the CV with the job
TalentFit compares a candidate’s CV with the active job description and presents a fit score with supporting observations.
Recruiters check the evidence; TalentFit does not automatically reject applicants.
Explore TalentFit - 03
Collect role-specific interview answers
Invited candidates complete an audio interview on mobile or desktop within the configured role window. Recordings, transcripts and structured reports support review.
The team can inspect what the candidate said instead of relying on a score alone.
Explore AI interviews - 04
Review evidence and choose the next step
Compare the report with the role’s requirements, investigate missing or uncertain evidence and decide whether further interviews or checks are needed.
Recruiters and hiring managers remain responsible for progression and hiring decisions.
Explore the hiring workflow
Example interview report
Use the report as a starting point for review.
Assess the original answers alongside the generated observations. A report does not independently verify qualifications, prove job performance or replace your team’s judgment.
Customer outcomes across Skill Society
Review the source and scope behind each customer story.
39% interviewed after working hours
Pet Circle used on-demand AI interviews for high-volume blue-collar hiring, with 39% of candidates completing interviews after hours.
Read the Pet Circle story
80+ hours saved offshore
IDVerse used on-demand AI interviews to qualify offshore developer applicants faster, saving more than 80 hours while expanding offshore hiring.
Read the IDVerse storyStart with a defined role
Map the evidence your hiring team needs.
These stories describe wider screening and interview workflows. They do not isolate the effect of an assessment or establish a typical result. Book a demo to review the workflow for your role.
Questions, answered
Questions about hiring assessments
What does a Skill Society hiring assessment include?
Depending on the account and role setup, the workflow can combine qualification questions, CV-to-job comparison through TalentFit, and a structured voice interview. The hiring team reviews the evidence and decides the next step.
Does an assessment automatically decide who gets hired?
No. Customer-defined qualification rules can route applications, but TalentFit scores and interview evaluations support human review. Your team checks the evidence, handles exceptions and makes the hiring decision.
Is this a psychometric test or a guarantee of job performance?
This page describes role-specific screening and interview evidence. It does not establish psychometric validity, predict job performance, guarantee bias-free outcomes or independently verify credentials. Discuss any specialist assessment requirements with the team.
How are qualification, TalentFit and AI interviews different?
Qualification collects answers against configured requirements. TalentFit compares a CV with the job description. AI interviews collect spoken answers and provide recordings, transcripts and structured reports for review.
What can a recruiter inspect after an interview?
The report can include the recording, transcript, overall evaluation and question-level observations. Check the interview’s completion state and follow up on missing information before using the report to support a decision.
Which assessment steps are included in our plan?
Available steps depend on your plan, account access and role setup. See current pricing and book a demo to confirm the workflow and limits for your business.