GlowHR interviews your applicants, not just their resumes. It asks role-specific questions, follows up on vague answers, and scores every conversation, so your team starts from a ranked shortlist instead of a week of phone screens.
We onboard every team personally, one role at a time.
Example evidence report
Backend Engineer · Round 1
Sample candidate
Amina K.
Strong system-design reasoning. Identified the failure mode, explained the tradeoff, and supported the answer with a concrete debugging approach.
Rubric score
87
/ 100
Rubric breakdown
Evidence captured
Threshold: 80 / 100
Meets threshold · Human review
Run GlowHR on your own pipeline, or browse candidates who have already completed a GlowHR interview for common roles.
Share one screening link. Applicants you invite get a structured AI interview; you get scores, transcripts, recordings, and a ranked shortlist in one place.
Browse candidates who have already interviewed with GlowHR for common roles, with scores, transcripts, and recordings ready before you reach out.
Applying takes a candidate two minutes. Screening them properly takes your team thirty. Multiply that by every applicant, and the first round quietly eats the calendar.
One-click apply multiplied your pipeline. Your team's week stayed the same length.
Thirty minutes, times every viable applicant, times every open role.
It shows where someone has worked, not how they think, explain, or handle a harder question.
First-round evidence
Backend Engineer · Round 1
Role-specific questions
Shared evaluation rubric
Same competencies scored for every candidate in the role.
Interview transcript
Q · Debugging
“I'd start with request traces, then compare queue depth against error rates.”
Follow-up · Tradeoffs
“Caching helps reads, but invalidation becomes the bottleneck under load.”
Evidence for each score
Chose queue-first scaling with clear tradeoff reasoning.
Structured hypothesis before proposing instrumentation.
Comparable evidence
3 interviewers · 1 rubric · same bar
Paste a job description and GlowHR builds the AI first-round interview. Share one screening link. Candidates interview on their own time; you review scored, ranked results and decide who to meet.
GlowHR drafts a role-specific interview and scoring rubric. You set the criteria before anyone applies.
Post it with the job or send it to applicants. Each candidate has a real conversation with the AI interviewer.
Each interview is scored against the same rubric, with notes, a full transcript, and a recording when enabled.
Review the ranked shortlist, check the evidence, and invite the best people to a human interview. GlowHR never makes that call.
GlowHR interview
Backend Engineer · Round 1
22:14
remaining
GlowHR
Walk me through how you would debug a latency spike in production.
Candidate
“I'd check queue depth first, then trace the slowest dependency before scaling out.”
GlowHR
What would you check if queue depth looked normal?
One-way video interviews record answers. GlowHR responds to them: when an answer is vague, it follows up the way a good recruiter would, then scores the whole conversation against the role.
Every interview becomes a record you can inspect: what was asked, what was said, and why it scored the way it did. Compare candidates side by side and walk into the next round prepared.
Rubric scores: one per competency, not one mystery number.
The exact answers and notes that justify every score.
Every question, every answer, word for word.
Watch the moment instead of reading about it. Available when recording is enabled.
Compare candidates side by side and choose who meets the team.
Review packet
Backend Engineer · Round 1
Candidate
Amina K.
Overall score
87 / 100
Competency scores
Evidence
Review summary
Strengths: Clear debugging approach and strong technical reasoning.
Risks: Limited discussion of observability and failure recovery.
Follow-up: Probe production incident ownership.
Evidence organized · Human decision
Engineering, sales, or support: the questions and the rubric change with the job. Your screening process doesn't have to.
Probes problem solving, technical depth, and system design, and follows up when an answer stays surface-level.
Role rubric
Same process · role-specific rubric
Tests discovery, objection handling, and how clearly a candidate communicates under pushback.
Role rubric
Same process · role-specific rubric
Checks prioritization and practical judgment as candidates work through a messy, real-world problem.
Role rubric
Same process · role-specific rubric
Candidates know the format, and whether they're recorded, before they begin. Your team sees exactly how every score was reached and controls who can see candidate data.
Format and recording are disclosed before the interview starts. No surprises.
Every candidate for a role is scored against the same core criteria.
Open any score and see the rubric and the answers behind it.
Set retention and deletion, and decide who on your team can see candidate information.
Trust inspection
Candidate session · Inspectable evidence
Candidate disclosure
Recording and review path explained before the session.
Tell candidates what is recorded and how it will be reviewed before the interview starts.
Consistent criteria
Core prompt · Time box · Role criteria
Give candidates the same core prompt, time box, and role criteria.
Audit trail
Transcripts · Notes · Scores · Session records
Keep transcripts, notes, scores, and session records available when enabled.
Scoring logic
Rubric visible per competency score
Show the rubric behind each score so reviewers can challenge it.
Screening workload
Per open role · First-round screens
Screening time at stake
60 hours
per open role
GlowHR can return structure; your team still decides who advances.
Manual first rounds scale linearly: every applicant adds another call. Move the sliders to see how many hours of first-round calls sit on the calendar for one role.
How screening works, what you get back, and who decides. The Privacy Policy covers how candidate data is handled.
GlowHR interviews applicants you invite, so your recruiters and hiring managers only meet the people worth meeting.
