Recruiting and AI Screening Interviews

Recruiting lives under Human Resources → Recruiting. It turns a job posting into a shareable application link and interviews everyone who applies, so you only spend your own time on the people worth talking to. The page opens on your postings, newest first, with a Create Recruiting Job button in the corner.

The create form is short and split into three parts. Under General Information, the Job Posting Name is internal — it's how you'll recognize this posting in your own list, it has to be unique, and it can't be changed after the posting exists. The Job Title is the one applicants see (Delivery Associate, for instance), along with the Job Description and an optional Location. Compensation is free text, so you can write "$20/hr" or "$50,000/yr" or anything else that fits, and Benefits is a list you build a row at a time with Add Benefit.

The third section, AI Screening, is what the interview is built from. Disqualifying Questions are yes/no questions where anything other than "Yes" rules a candidate out — do you have a valid driver's license, are you available for weekend shifts. Interview Questions are open-ended and get scored rather than pass/fail; use them for the things you'd normally ask on a phone screen. Create Job saves the posting, and Edit Job Posting later lets you change the wording, the pay, or the questions.

You distribute the link yourself. Copy Application Link puts the posting's public link on your clipboard — it appears only while the posting is Open — and you paste it wherever you already advertise.

Applicants land on a single page carrying your company name, the job title, location, compensation, benefits, and description, followed by four fields: First Name, Last Name, Email Address, and Phone Number. Then they choose between two buttons. Complete My Interview Now submits the application and puts them straight into the queue for a call. Schedule for Later opens a date and time picker limited to the next three days, and Schedule My Interview books it. Either way they get a confirmation screen, and anyone who schedules also gets a text confirming the time and reminding them they can call back sooner. If the posting is closed, that page tells visitors it's no longer accepting applications.

Viki calls the applicant — right away for an immediate interview, or at the booked time for a scheduled one. She introduces herself as your company's AI interviewer, says up front that the call is recorded, and waits for the candidate to confirm they're ready. She then walks through the role and the compensation, and works through your questions one at a time in the order you entered them, so nothing gets merged or skipped. On a yes/no question she'll press for a clear yes or no if the answer is vague; on an open-ended one she'll dig a little deeper if the answer is a single word. At the end she asks whether the candidate has questions of their own, tells them anything she can't answer confidently can be asked at the next interview, and lets them know your team will review their responses and follow up.

If the applicant doesn't pick up, Viki texts to say she tried and that they can call back any time to finish — she takes calls around the clock, so a missed call isn't a lost candidate.

Open a posting to reach the Candidates page. It restates the posting's questions at the top, then lists everyone who applied with their name, email, phone, Call Status (Scheduled Call, Awaiting Call, or Call Complete), Time Applied, Call Score, and Result. The score is color-coded — green at 70 percent and above, amber from 40, red below that — and it weights your disqualifying questions more heavily than the open-ended ones. Any wrong answer on a disqualifying question drops the score straight to zero, which is your fastest sort. Result reads Screening Complete once Viki has finished, then Passed Screening or Failed Screening once someone decides. Above the list, a result filter narrows it to one stage — All, Awaiting Screening, Screening Complete, Passed Screening, or Failed Screening — with the matching candidate count on each option; when a filter has no matches the page says "No candidates match the selected result." The toolbar lets you search the list and download it as a CSV.

Click a candidate whose call is complete and a panel opens on the right with their contact details, the overall score, a plain-language count of how many disqualifying answers they got wrong, the call recording, every question with the answer they actually gave, per-question scores for the open-ended ones, and the full transcript. That's where you decide. The check and cross buttons in the Actions column mark someone as Passed Screening or Failed Screening, and they disappear once a candidate has been decided either way.

Postings have two kinds of closed. Disable New Applications stops the link from taking applicants while letting everyone already in the pipeline finish their interview. Set Job Posting as Closed ends screening entirely for that posting. Either can be undone with Reopen Job Posting.

Marking someone as Passed Screening is the end of the recruiting pipeline — it records your decision, it doesn't create a driver. When you're ready to bring them on, add them under Settings → Drivers with the status Onboarding, which flags them as hired but not yet started. Their contact details are on the candidate panel, or in the CSV export.