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Support inclusive hiring with AI screening interviews

Use role-specific questions and a consistent first screen. Candidates can interview around their schedules, while your hiring team reviews the evidence and considers individual needs.


Trusted by hiring teams across industries since 2023

  • GTS Freight
  • ID Verse
  • Sands Fridge Lines
  • One WiFi
  • We Move Experience
  • Wilbur
  • Avenue Bank
  • Credit Protect
  • Inspire Consulting
  • Pet Circle

Built for teams working on inclusive hiring

For HR, hiring, and DEI teams reviewing the way candidates experience the first steps of hiring.

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Use consistent role criteria

Set job-related questions and requirements for each role, then review candidate evidence against them.

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Give candidates room to explain

Hear the experience behind the CV through structured questions and recorded answers.

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Offer flexible interview timing

Candidates can interview on mobile or desktop within the role’s interview window. Your team can discuss individual support needs.

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Make the first screen more consistent

Need more time to
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A structured first screen gives your hiring team evidence to review. People remain responsible for the questions, individual support, and hiring decisions.

Use consistent questions
Use a role-specific interview structure and review the evidence before deciding the next step.
Offer flexible timing
Candidates can interview around their schedules. Discuss individual access needs with your hiring team.
Keep people in the decision
Your hiring team reviews answers, checks the evidence, and makes each hiring decision.

How it works

Three steps to a shortlist your team can review

Set the role requirements, invite candidates to AI screening interviews, and review the evidence together. Your hiring team decides who moves forward.

Candidate application workflow
Step 1: Set the role requirements
Choose the questions and pre-qualification rules for the role. Collect candidate answers and CVs before your team reviews the next step.
Candidate completing an AI screening interview
Step 2: Run AI screening interviews
Candidates complete a structured interview on mobile or desktop within your interview window. Your team can review the recording, transcript, and evaluation.
Candidate evidence prepared for hiring team review
Step 3: Review the evidence together
Bring candidate answers and interview evidence into one review. Your hiring team checks the details and decides who to meet next.

Customer outcomes across Skill Society

Customer outcomes from wider hiring workflows

Customer outcomes across Skill Society. These results came from each customer's hiring workflow.

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Hours saved per hire at Wilbur
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Hours saved during offshore hiring at IDVerse
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Candidates interviewed after hours at Pet Circle
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Candidate satisfaction at William Buck

Read the customer stories:WilburIDVersePet CircleWilliam Buck

These results come from wider Skill Society hiring workflows. They do not measure diversity, equity, or inclusion outcomes. Review and measure those outcomes through your own hiring process.

Roles we support

Use a consistent first screen across entry-level, specialist, and leadership roles, with your team reviewing individual candidate needs.

Leadership & executiveCorporate & support functionsTechnical & engineeringProduct & UXSales & business developmentHR, People & cultureGraduate & early careerCustomer serviceOperations

Why teams choose Skill Society for a consistent first screen

Support role-specific questions, flexible interview timing, and human review.

Using consistent role criteriaOffering flexible interview timingReviewing candidate evidenceKeeping people in the decisionImproving candidate experienceConsistent first screening steps