01
Resumes pile up
Hundreds of applicants, scattered files, and no fast way to tell signal from noise before the first call.
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94Fit88Fit82FitEverything hiring needs,
One workspace.
Start on one role.
For a first role For a hiring team For a hiring org Put your next hire
HyreRoute screens every applicant, runs structured voice and video interviews around the clock, and turns each one into a scored, reviewable record your team can stand behind.
Structured interviews in 8 languages · Available 24/7 · Every answer recorded, transcribed and scored
Priya Nair
Daniel Cruz
Aisha Khan
Rubric v3Recording + transcript attached
Why we built it
Hiringisthemostexpensivedecisionacompanymakeswiththeleastevidence.Werebuiltitsoeveryresume,everyanswerandeveryscoreiscaptured,comparable,andtherewhensomeoneasksyouwhy.
The old way is broken
Great candidates slip through cracks you can't see.
Most hiring runs on inboxes, spreadsheets and recall. Every manual handoff is a place where the best person quietly drops out.
02
Scheduling drains hours
Back-and-forth across time zones means strong candidates go cold while three calendars fight each other.
03
Decisions lack proof
Gut-feel notes and inconsistent questions make hiring calls hard to defend — and easy to get wrong.
One platform, end to end
Everything hiring needs,
nothing it doesn't.
Intake, screening, interviewing and the decision record — one workspace instead of a job board, a scheduler, a video tool and a spreadsheet.
Interviews that feel human
Structured voice and video interviews with adaptive follow-ups, live transcription and rubric scoring — running around the clock, so a candidate in another time zone never waits on your calendar.
Resume intelligence
Parse, rank, and match every applicant against the role in seconds — signal first, noise gone.
Evidence trails
Every score, note and recording stays attached to the candidate.
Zero scheduling
Self-serve links remove calendar ping-pong entirely.
Global by default
Multi-language interviews, any time zone, one consistent bar across every region you hire in.
ENESFRDEहि日本中文PT
Hiring analytics
Funnel, quality & velocity in one live dashboard.
See it in motion
One workspace.
Post to offer.
The same three screens your team lives in: the ranked pipeline, the interview as it runs, and the scorecard the decision gets made on.
Candidate pipeline248 applicants
94%
88%
82%
76%
Recording04:12
Q3 ·Walk me through how you'd scale this service to 10× traffic…
Scorecard · Priya NairStrong hire
Problem solving95
Communication88
System design91
Culture add84
Pipeline — one of three views, shown here as a preview
The interviewer
An interviewer that never has an off day.
It greets every candidate, listens to the answer, and asks the follow-up a good interviewer would have asked — then scores what it heard against the same rubric, every time.
- Adaptive follow-up questions — never a rigid script
- Live transcription, so every answer is quotable in review
- Scored against your rubric, the same way for every candidate
- Runs in 8 languages, in any time zone, at any hour
Live transcriptQ3 · 04:12
HyreRoute
Walk me through how you'd scale this service to ten times its current traffic.
Candidate
First I'd find where it actually breaks — profile the hot path, check whether we're CPU or I/O bound before adding machines…
HyreRoute
You mentioned profiling first. What would you measure, and what result would change your plan?
How it works
From job post to hire, in four moves.
1Step 01
Publish a role page
Spin up a branded application page that collects resumes, documents, and screening answers automatically.
2Step 02
AI screens & ranks
Candidates are parsed, matched, and ordered by fit the moment they apply — no manual triage.
3Step 03
Candidates self-interview
A private link launches a structured voice & video interview, recorded and scored against your rubric.
4Step 04
Decide with evidence
Review scorecards, recordings, and reviewer notes side by side — then move the right people forward.
Trust & compliance
Defensible by design.
Hiring decisions get challenged. The record behind every HyreRoute decision is built to hold up when they are.
Evidence on every score
Each rating stays attached to the recording, transcript and rubric criterion it came from. Nothing is a number without a reason behind it.
People decide, not the model
HyreRoute ranks and evidences candidates. It does not auto-reject anyone. Every advance-or-decline call is made by a named person on your team.
Built for audit
Consistent questions, one rubric per role, and an exportable record per candidate — the inputs a bias audit or adverse-impact analysis needs.
Candidate data rights
Configurable retention windows, export and deletion on request, and a plain-language notice to candidates that an AI interviewer is involved.
Automated employment decision tools are regulated differently in each market — including NYC Local Law 144, the EU AI Act, and EEOC guidance in the US. HyreRoute is built to give you the records those regimes ask for; the audit itself remains the employer's obligation. Read how we handle data and security.
Plans
Start on one role.
Grow into the org.
Every plan includes the full interview engine — recordings, transcripts and rubric scoring. What changes is how many roles and reviewers you bring along.
Starter
Everything you need to run one open role end to end, on your own.
- 1 active role at a time
- Resume parsing, matching and ranking
- Structured async voice interviews
- Rubric scorecards and transcripts
- Email support
Growth
Multiple roles, multiple reviewers, and the analytics to manage a real pipeline.
- Unlimited active roles
- Live video interview rooms
- Team reviews and shared scorecards
- Pipeline and funnel analytics
- Branded role pages
- Priority support
Enterprise
Controls, retention policy and reporting for regulated, multi-region hiring.
- SSO and role-based access control
- Configurable data retention and deletion
- Audit export for bias and adverse-impact review
- Multi-region, multi-language interviewing
- Named onboarding contact
Questions
The things buyers actually ask.
Does HyreRoute reject candidates automatically?
No. It screens, ranks and evidences candidates, and it never advances or rejects anyone on its own. Every decision is made by a named person on your team, with the recording, transcript and rubric in front of them.
How do candidates experience an AI interview?
They open a private link at a time that suits them, and are told up front that an AI interviewer is conducting the session and that it is recorded. The interview is conversational — it listens to each answer and asks the follow-up a good interviewer would ask, rather than reading a fixed script.
How do you keep scoring consistent and fair?
Every candidate for a role gets the same rubric and the same opening questions, and each score is tied to the specific answer that produced it. That consistency is what makes an adverse-impact or bias analysis possible; running that audit remains the employer's responsibility, and HyreRoute gives you the exportable record it needs.
What happens to candidate recordings and data?
Recordings, transcripts and scores are stored against the candidate record for your configured retention window, and can be exported or deleted on request. See the security page for the detail.
Can we use our own questions and rubric?
Yes. You define the rubric criteria and the question set per role; the interviewer works from those, and the scorecard reports against them.
What does it take to get started?
Register your company, publish a role page, and share the interview link. Setup is self-serve and takes minutes — no integration work is required to run your first role.
Ready when your team is
Put your next hire
on the record.
Publish a role, share the link, and review scored interviews tomorrow morning.
No credit card required · Set up in minutes