Platform / Interviews
Structured interviews, at scale — scored by humans.
Every interview is built on validated behavioral methodology, tied to the specific job, and asks every candidate the same core questions. Responses are directly comparable, and the decision is defensible.
Most interviewing breaks down at scale. Calendars collide, time zones don't cooperate, and the questions drift from one conversation to the next — so the candidate you spoke to on a good day looks stronger than the one you caught between meetings. When the questions change, the comparison breaks, and the decision becomes harder to defend.
ProboTalent gives recruiters and hiring managers a way to interview candidates at scale without sacrificing the rigor of a structured, behavioral interview. Behavioral interviewing — asking candidates how they have actually handled real situations in past roles, rather than how they think they might behave — is a validated, IO-grounded approach to evaluating talent. Every interview on the platform is built on that methodology, every question is tied to the specific job, and every candidate is asked the same core questions.
Candidates complete their interviews on their own time, from wherever they are. Recruiters and hiring managers review when it suits them. No scheduling, no calendar back-and-forth, no time-zone juggling — and because the same core questions go to every candidate for a given job, the responses are directly comparable and the hiring decision is defensible.
ProboTalent offers two interview formats — both structured, both job specific. Recruiters choose which format fits the role and where it belongs in the candidate journey.
A structured interview that asks candidates how they have handled critical situations in past roles. Candidates respond in text — typed or dictated via speech-to-text — and recruiters and hiring managers review at their own pace. It's a fast, low-friction way to get a richer picture of a candidate before deciding whether to bring them deeper into the process. One-Way Interview responses are read by humans to inform their judgment; they are not scored, and AI never scores them.
See the full candidate journey
A deeper interview that adapts in the moment, probing further based on what each candidate says. The base questions stay the same for every candidate applying to the job — only the AI-generated follow-ups adapt to the individual response, so structured interviewing scales without losing the depth of a live conversation. The Interactive One-Way Interview is scored by the recruiter and reviewers using structured rubrics, with AI guidance. The score itself always reflects a human decision.
Explore the scienceProboTalent uses distinct, deliberate approaches to the two interview formats — and in neither one does AI produce a score.
The Interactive One-Way Interview is scored by the recruiter and reviewers, with AI guidance. Hiring managers score the interview against structured rubrics. AI helps along the way — it suggests adaptive follow-up questions in the moment, provides scoring guidance, and helps keep evaluations consistent across candidates and reviewers — but the score itself is a human decision, made by an identifiable person and attributable to them.
The One-Way Interview is not scored at all. It captures the candidate's text responses for human review. Recruiters and hiring managers read those responses to inform their judgment, and no score is produced from this interview type.
This is a deliberate design choice. No score in ProboTalent — whether from an assessment or an interview — is ever produced by AI. That separation between AI assistance and human judgment is what supports the defensibility, validity, and compliance posture employers need when interviewing at scale.
Generates job-specific interview questions for the recruiter to review, suggests adaptive follow-ups in the Interactive One-Way Interview, and provides scoring guidance and structure to keep evaluations consistent across candidates and reviewers.
Review and edit every question before it reaches candidates, read One-Way Interview responses to inform their judgment, score the Interactive One-Way Interview against structured rubrics, and make every decision about who advances and who is hired.
No. AI never produces a score in ProboTalent. The Interactive One-Way Interview is scored by the recruiter and reviewers against structured rubrics, with AI providing guidance and suggesting follow-up questions. The One-Way Interview is not scored at all — its text responses are read by humans to inform their judgment.
Yes. The base interview questions are the same for every candidate applying for the job. Only the follow-up questions adapt, probing deeper based on what each candidate actually says. Because every candidate answers the same core questions, responses remain directly comparable — the foundation of structured, defensible hiring.
No. Candidates complete both interview formats on their own time, from wherever they are, and recruiters and hiring managers review when it suits them. There's no calendar back-and-forth and no time-zone coordination — which is what lets you interview at scale without losing the rigor of a structured, behavioral interview.
Candidates provide text responses — typed directly or dictated using speech-to-text. Recruiters and hiring managers read those responses to inform their judgment about whether to advance the candidate.
See how structured, job-specific interviews scored by humans fit into the full ProboTalent hiring journey.