# AI-Assisted Coding
Source: https://docs.hellorecruiter.ai/candidates-guide/ai-assisted-coding
Setting up and using the provided AI coding assistant for your take-home assessment — automatic setup, manual setup, and what the script actually does.
Some take-home assessments are AI-assisted — you solve the problem with a coding assistant we provide, instead of entirely on your own. You may also hear this called **"vibe coding"** informally. This guide covers getting set up and working with the assistant; for the parts shared with every take-home (deadline, packaging your ZIP, submitting), see the [Take-Home Assessment](/candidates-guide/take-home-assessment) guide.
Your recruiter will tell you if this applies to you. If you're not sure, check your invitation email or your assignment page.
## What's Different From a Standard Assessment
* You're given **OpenCode**, an AI coding assistant that runs in your terminal, with an AI usage budget already funded for you
* Your AI session is recorded as part of your submission — the AI reviews how you worked with the assistant, not just your final code
* Everything else works the same: same deadline, same ZIP upload, same "you can't resubmit once you're done"
Work with the assistant the way you normally would on a real task — ask it questions, have it write code, test what it produces, and correct it when it's wrong.
***
## Setting Up Your Workspace
Your assignment page gives you two ways to get set up. Pick whichever you're more comfortable with — they end up in the same place.
### Automatic Setup
Pick your editor and operating system:
![Choosing your OS and editor for automatic setup]()
You're then given a single command to paste into a terminal:
* **Windows (PowerShell):** `irm "" | iex`
* **Mac/Linux (bash):** `curl -fsSL "" | bash`
The link is generated specifically for your invitation, so it's shown on your own assignment page rather than reproduced here. Here's exactly what running it does:
1. Creates (or uses) a workspace folder on your machine and initializes a local git repository in it
2. Installs the OpenCode CLI, if you don't already have it
3. Requests an AI credential using your invitation, and writes it into OpenCode's configuration
4. Installs a small plugin that tags your AI session so it can be identified during review — it doesn't carry any login credentials of its own and doesn't restrict what you can do with the assistant
5. Downloads your problem statement into the folder as `problem_statement.md`
6. Writes a small submit script (`submit.sh` on Mac/Linux, `submit.ps1` on Windows) you can run later to upload your work
7. Sets up your editor: for **VS Code**, it adds a couple of one-click tasks (open the problem statement, start the assistant, submit your work) and opens the folder for you; for **Zed, IntelliJ, or Visual Studio**, it launches that editor and starts the assistant in a terminal; for **any other editor**, it leaves the folder ready and tells you where it is
**Would rather not run a script?** Open a terminal in the workspace folder yourself, run `opencode .`, and open `problem_statement.md` from your file explorer — that's all the script actually automates.
#### If You're Using VS Code
The first time VS Code opens your workspace, it may open in **Restricted Mode** and ask you to trust the folder before tasks or extensions can run:
![VS Code workspace trust dialog]()
Click **Trust** to enable the one-click tasks (like "Submit assessment"). If you'd rather not grant that trust, you don't have to — just open a terminal in the folder yourself, run `opencode .`, and open `problem_statement.md` from the file explorer instead.
### Manual Setup
If you'd rather do each step yourself instead of running the install command:
You'll need a code editor — [VS Code](https://code.visualstudio.com), Zed, IntelliJ, Visual Studio, or your editor of choice — and the [OpenCode CLI](https://opencode.ai/docs).
Provision your assessment AI credential from your assignment page, then save it to `~/.config/opencode/opencode.json` (Windows: `%USERPROFILE%\.config\opencode\`).
Save the plugin your assignment page provides into `~/.config/opencode/plugins/hr-session-header.js`. Without it, your session isn't recorded and your work can't be reviewed.
Download it from your assignment page into your project folder as `problem_statement.md`.
Open the folder in your editor, then run `opencode .` in a terminal.
Click **Start submission** on your assignment page when you're ready to upload your ZIP.
Use only the AI assistant and credential provided for your assessment — don't swap in a different AI tool or your own API key. Doing so means we can't review your work, and your submission is disqualified.
***
## Submitting Your Work
Same as a standard assessment — package your project as a ZIP and upload it (see [Packaging Your ZIP File](/candidates-guide/take-home-assessment#packaging-your-zip-file)). If you used the automatic setup, you can also run the generated `submit.sh`/`submit.ps1` script, or use the **"Submit assessment"** task from inside VS Code if it was set up for you.
![Submit assessment task in VS Code]()
You can't make changes or resubmit once your work is received, so make sure you're ready before you upload.
# Applying for a Job
Source: https://docs.hellorecruiter.ai/candidates-guide/applying-for-a-job
How to fill in a job's application form on Hello Recruiter — the questions, uploading your resume, and what to do if your application doesn't go through.
Each company writes its own application form for each role, so the questions you see depend on the job. Most take a few minutes.
**Video walkthrough coming soon.** A short video of applying for a job will appear here.
## Filling In the Form
From the company's careers page or the link you were sent.
Questions marked with a red **\*** are required. Every form asks for your full name and email address. Many also ask for your phone number, resume, and LinkedIn profile, along with questions specific to the role.
Drag your resume into the upload box, or click **browse** to pick it. The box shows which file types and sizes it accepts. For most jobs that's PDF or Word (.pdf, .doc, .docx), up to 10 MB.
Tick the boxes agreeing to be interviewed and evaluated by AI, and to the Privacy Policy and Terms of Service. If the role includes interview calls or texts, there's also a box for that.
You'll see a confirmation once your application is sent.
![A job application form with name, email, phone, resume upload, and LinkedIn fields]()
Answer screening questions honestly, such as years of experience or where you can work. They help the company match you to roles that genuinely fit.
## If Your Application Doesn't Go Through
| You see | What to do |
| - | - |
| **Your application is not ready to send** | A required box isn't ticked. Tick it, then click **Submit Application** again. |
| A message under a question | That answer is missing or in the wrong format. Fix it and submit again. |
| **We could not send your application** | Nothing was submitted. Click **Submit Application** again. If it keeps happening, see [Contacting Support](/troubleshooting/contacting-support). |
| **This role is not taking applications yet** | The company hasn't finished setting up the form. Check back shortly, or contact the hiring team directly. |
## What Happens Next
Depending on the role, you may be invited to an AI interview or a take-home assessment. Invitations arrive by email. See [What Is an AI Interview?](/candidates-guide/what-is-ai-interview) to get a feel for what's ahead.
## Related Guides
# Code Interview
Source: https://docs.hellorecruiter.ai/candidates-guide/code-interview
Prepare for your AI-powered code interview — what the coding environment looks like, how to approach problems, and how to communicate with the AI.
Your guide to the AI-powered code interview. This interview evaluates your ability to write code, solve problems algorithmically, and communicate your approach in real time.
## What to Expect
The code interview is a hands-on assessment where you'll write actual code while discussing your approach with the AI interviewer.
* **Duration:** \~60 minutes (can run up to 90 minutes)
* **Format:** One or more coding problems with real-time conversation
* **Focus areas:** Code quality, problem-solving, algorithm design, and communication
* **Environment:** Browser-based code editor with support for multiple languages
### What's Being Evaluated
| Area | What the AI Looks For |
| - | - |
| Correctness | Does your code produce the right output? |
| Problem-solving | Can you break down the problem and identify an approach? |
| Code quality | Is your code clean, readable, and well-structured? |
| Communication | Can you explain your approach and decisions as you code? |
| Edge cases | Do you consider boundary conditions and error handling? |
| Optimization | Can you analyze and improve time/space complexity? |
The AI evaluates your full approach — understanding the problem, planning a solution, coding it, and testing it. A working solution with clear reasoning scores better than a "perfect" solution you can't explain.
***
## How to Prepare
### Before You Start
* **Know your language.** Make sure you're comfortable with the syntax and standard library of whichever language you plan to use.
* **Practice problem-solving out loud.** The biggest difference from LeetCode-style prep is that you need to narrate as you go. Practice explaining your thought process while coding.
* **Review common patterns.** Depending on the role level, brush up on arrays, strings, hash maps, trees, graphs, dynamic programming, or system design — whatever's relevant.
* **Prepare your environment.** Test your camera, mic, and internet. Make sure your browser supports the coding interface. See [Technical Requirements](/candidates-guide/technical-requirements).
### During the Interview
* **Start with understanding.** Read the problem carefully. Restate it in your own words. Ask clarifying questions before writing any code.
* **Plan before you code.** Outline your approach verbally or in comments. Discuss time/space complexity upfront.
* **Talk as you code.** Explain what you're writing and why. "I'm using a hash map here because..." is exactly the kind of narration that helps.
* **Test your solution.** Walk through your code with example inputs. Check edge cases. Don't wait for the AI to find bugs.
* **Iterate.** If your first approach works but isn't optimal, discuss potential improvements even if you don't have time to implement them.
***
## What to Ask the AI
* "Can I clarify the input/output format?"
* "Are there constraints on time/space complexity I should aim for?"
* "Can I assume the input is always valid, or should I handle errors?"
* "Should I optimize for readability or performance?"
* "Can I use \[specific library/built-in function]?"
* "Would you like me to walk through my test cases?"
Clarifying the problem before coding demonstrates maturity — senior engineers always scope before building. If you're stuck, explain where you're stuck. "I'm trying to figure out the right data structure for fast lookups here" shows you're thinking, not frozen.
***
## What NOT to Ask the AI
### Don't Try To...
* **Ask for hints or the solution.** "Can you point me in the right direction?" — the AI won't provide algorithmic hints.
* **Ask the AI to debug your code.** The AI won't tell you where the bug is. You're expected to trace through and find it yourself.
* **Ask what test cases are being used.** The evaluation criteria are set by the hiring team and not shared during the interview.
* **Request a different problem.** The problem set is curated for the role. The AI cannot swap questions.
* **Ask for your score.** Performance feedback goes to the hiring team, not to you during the interview.
### Things That Don't Help
* Coding in silence — the AI can't evaluate your thought process if you don't share it
* Writing code without a plan and then trying to fix it retroactively
* Over-engineering the solution when a simpler approach works
* Focusing only on getting the right answer without considering code quality or edge cases
* Asking if the AI has "seen this problem before" or trying to figure out the problem source
The code interview rewards clear thinking as much as clean code. Talk through your approach, write readable solutions, and test thoroughly.
# During the AI Interview — What Happens Step by Step
Source: https://docs.hellorecruiter.ai/candidates-guide/during-the-interview
A walkthrough of the AI interview experience — from clicking the link to completing the conversation and what happens next.
Here's a walkthrough of what happens from the moment you click your interview link.
## Getting Started
Open the link from your invitation email. It will load in your browser — no app download is needed.
Your browser will prompt you to allow camera and microphone access. Click **Allow** — this is required for the video conversation.
The AI will introduce itself, explain the interview format, the estimated duration, and any recording policies. Take a moment to read this — there's no timer.
Click **Start Interview** when you're comfortable. The conversation begins immediately after.
## The Interview Flow
The AI interviewer guides you through a natural conversation with a clear structure:
| Phase | What Happens | Duration |
| - | - | - |
| **Warm-up** | Easy, introductory questions to help you settle in | 2–3 min |
| **Experience deep-dive** | Questions about your background, past roles, and achievements | 5–10 min |
| **Skills assessment** | Role-specific technical or competency questions | 5–10 min |
| **Follow-up questions** | The AI digs deeper based on your answers — this is a good sign | 2–5 min |
| **Your questions** | You get to ask about the role, team, and company | 2–3 min |
**Follow-up questions are a positive signal.** If the AI asks you to elaborate or give another example, it means your initial answer was relevant and it wants more detail. Don't worry — this isn't a sign of a bad answer.
## Tips for a Smooth Experience
**Look at the camera.** Just like a video call, eye contact with the camera (not the screen) creates a better impression.
**Don't worry about pauses.** The AI is patient. Take a moment to collect your thoughts before answering — silence is perfectly fine and far better than rambling.
**Give structured answers.** For behavioral questions, use the STAR method: describe the **Situation**, your **Task**, the **Action** you took, and the **Result** you achieved. This makes your answers clear and memorable.
**If you lose connection,** don't panic. Your progress is saved automatically. Simply click the interview link again to resume where you left off. You won't lose any of your previous answers.
**If you don't understand a question,** ask the AI to rephrase it. This is a conversation — it's completely natural to ask for clarification.
## When It's Over
The interview ends with a clear closing message. You'll see a confirmation screen that your interview has been submitted successfully. Here's what happens next:
1. **AI evaluation** — Your responses are analyzed against the role's evaluation criteria
2. **Scorecard generated** — The hiring team receives a detailed summary, scores, and highlights
3. **Team review** — The hiring team reviews your results (typically within 2–5 business days)
4. **Next steps** — If you're a good fit, expect an email or call about the next round
**Don't stress after submitting.** The AI evaluates what you said, not how nervous you seemed. If you answered thoughtfully and gave specific examples, you've done your part.
## Next Steps
Having issues with camera, mic, or browser? Check here.
More questions? Browse our frequently asked questions.
# AI Interview FAQ — Common Questions from Candidates
Source: https://docs.hellorecruiter.ai/candidates-guide/faq
Answers to frequently asked questions about AI interviews — privacy, recordings, retakes, technical issues, and what happens after.
## General Questions
Hello Recruiter is an AI-powered recruitment platform used by companies to conduct initial screening interviews. You've been invited to complete an AI interview as part of a job application. It's not a chatbot quiz — it's a real-time video conversation with an AI interviewer.
AI interviews allow companies to give every candidate a fair, consistent experience without scheduling delays. You can complete it on your own time, and if you're a strong fit, you'll move on to speak with the human hiring team. Think of it as the first step — not the only step.
No. The AI interview is typically the first step — a screening round that replaces the initial phone screen. If you do well, you'll be invited to interview with real people on the team for deeper conversations.
Most interviews take 10–30 minutes, depending on the role's complexity. Entry-level roles tend to be shorter (10–15 minutes), while senior positions may take closer to 25–30 minutes. The exact duration is mentioned in your invitation email.
No. The interview runs entirely in your browser. No apps, plugins, or downloads required — just a modern browser like Chrome, Firefox, Edge, or Safari.
Yes, the interview is available 24/7. Complete it whenever works for you — morning, evening, or weekend. Just check if your invitation has an expiration date.
## Privacy & Security
This depends on the company's settings. If recording is enabled, you'll be clearly informed before the interview begins. You can choose not to proceed if you're uncomfortable.
Only the hiring team at the company you applied to can see your interview responses and evaluation. Hello Recruiter does not share your data with other companies or third parties.
We collect your interview responses (audio/video if enabled), and the AI generates an evaluation scorecard. Your data is handled in accordance with our privacy policy and is only used for the specific role you applied for.
Your interview data is retained for as long as the company's hiring process requires. After that, data retention follows Hello Recruiter's privacy policy. You can contact [support@hellorecruiter.ai](mailto:support@hellorecruiter.ai) to request data deletion.
No. Your interview is only visible to the specific company that invited you. There is no shared candidate database between companies.
## Technical Issues
Your progress is saved automatically. Simply click your interview link again to resume where you left off. You won't lose any of your previous answers. If your connection is unstable, consider switching to a wired connection or moving closer to your WiFi router.
Check browser permissions first — click the lock icon in the address bar and make sure camera and microphone access is set to "Allow." Close any other apps that might be using your camera (Zoom, Teams, FaceTime). If the issue persists, try a different browser. See our [Technical Requirements](/candidates-guide/technical-requirements) page for detailed troubleshooting.
Yes! The interview works on mobile browsers. Use a recent version of Chrome (Android) or Safari (iPhone). For the best experience, prop your phone up at eye level and use earbuds with a built-in microphone to reduce background noise.
Try these steps in order: clear your browser cache and cookies, try a different browser, disable browser extensions (especially ad blockers), and ensure JavaScript and cookies are enabled. If none of that works, contact [support@hellorecruiter.ai](mailto:support@hellorecruiter.ai).
Yes. Tablets work well for AI interviews. Use a recent version of Chrome or Safari, prop the tablet at eye level, and make sure you're in a quiet space.
## Interview Tips
Generally, no — each candidate gets one attempt. That's why we recommend testing your setup, finding a quiet space, and preparing your key talking points before you click "Start Interview."
Brief reference notes are fine — like a bullet list of key achievements or talking points. However, reading scripted answers or using AI tools to generate responses will be detected and flagged to the hiring team. The AI is looking for authentic, conversational responses.
The hiring team is responsible for communicating next steps. Most companies review results within 2–5 business days. If you haven't heard back within the timeframe mentioned in your invitation, follow up directly with the company's hiring team or HR department.
The AI evaluates your responses against the specific criteria the company defined for the role — things like relevant experience, technical skills, communication ability, and cultural fit. Each criterion is weighted based on what matters most for the position, and you receive a score across each area.
No. The AI evaluates the content of your answers — what you say, how relevant it is to the role, and the depth of your examples. Appearance, accent, age, gender, and background are not factors in scoring.
That's completely normal and the AI accounts for it. Take a breath, pause, and re-answer if needed. The AI focuses on the substance of your answer, not delivery polish. A genuine, thoughtful response with a few stumbles beats a rehearsed, robotic one.
**Still have questions?** Contact the company that invited you, or email **[support@hellorecruiter.ai](mailto:support@hellorecruiter.ai)** and we'll help you out.
# HR / Screening Interview
Source: https://docs.hellorecruiter.ai/candidates-guide/hr-interview
Everything you need to know before, during, and after your AI-powered HR screening interview with Hello Recruiter.
Your complete guide to the AI-powered HR screening — what it covers, how to prepare, and how to get the most out of your conversation with the AI interviewer.
## What to Expect
The HR screening interview is typically the first step in the hiring process. Here's what you'll experience:
* **Duration:** \~30 minutes
* **Format:** Conversational, back-and-forth dialogue with the AI interviewer
* **Focus areas:** Your background, motivation for the role, cultural fit, availability, and high-level qualifications
* **Tone:** Professional but relaxed — think of it as an initial recruiter call
The AI will walk you through questions about your experience, why you're interested in the role, and what you're looking for. It may ask follow-up questions based on your answers, just like a human recruiter would.
### What's Being Evaluated
| Area | What the AI Looks For |
| - | - |
| Relevance | Does your experience align with the role's requirements? |
| Communication | Can you articulate your background clearly and concisely? |
| Motivation | Do you have genuine interest in the company and position? |
| Fit | Do your expectations (salary, location, start date) match what's available? |
| Professionalism | Are you engaged, prepared, and presenting yourself well? |
The AI does not evaluate your appearance, accent, or background environment. It focuses entirely on the substance of your responses.
***
## How to Prepare
### Before You Start
* **Research the company.** Visit their website, read their mission, and understand what they do. The AI may ask why you're interested — generic answers stand out (in a bad way).
* **Review the job description.** Know the key requirements and think about how your experience maps to each one. Have specific examples ready.
* **Prepare your story.** Have a clear, concise summary of your career arc — where you've been, what you've accomplished, and why this role is the logical next step.
* **Test your setup.** Check your camera, microphone, and internet connection. See our [Technical Requirements](/candidates-guide/technical-requirements) page.
* **Find a quiet space.** Minimize background noise and distractions. Treat this exactly like a video call with a recruiter.
### What to Have Ready
* Your resume (for your own reference — the AI already has your application details)
* A few questions about the role or company
* Notes on salary expectations, availability, and start date if applicable
***
## What to Ask the AI
The AI interviewer isn't just evaluating you — it's also there to help you understand the role. Here are things you **can and should** ask:
* "Can you tell me more about the day-to-day responsibilities?"
* "What does the team structure look like?"
* "What are the next steps after this interview?"
* "Is there anything about my background you'd like me to elaborate on?"
* "What qualities are most important for success in this role?"
Asking questions mid-conversation is natural and encouraged — you don't have to wait until the end. If a question isn't clear, ask the AI to rephrase it. If you want to add something to a previous answer, say so — the AI handles this gracefully.
***
## What NOT to Ask the AI
The AI has specific boundaries. These are things it **cannot or will not** help with:
### Don't Try To...
* **Ask for the "right" answers.** The AI will not coach you on what to say. Questions like "What answer are you looking for?" won't get you anywhere.
* **Ask for your score or evaluation.** The AI cannot share how you're performing during the interview. That information goes to the hiring team after the interview is complete.
* **Request hints or leading information.** "Can you give me a hint about what skills they want?" — the AI won't reveal evaluation criteria beyond what's in the job description.
* **Ask about other candidates.** The AI has no information about other applicants and won't engage with comparisons.
* **Ask the AI to skip questions.** The interview flow is structured by the hiring team. The AI needs to cover all required areas.
* **Try to manipulate or "jailbreak" the AI.** Attempts to get the AI to behave outside its interview role are flagged and noted in your evaluation.
### Things That Don't Help
* Excessively flattering the AI ("You're the best interviewer I've ever talked to!")
* Asking unrelated personal questions ("What's your favorite movie?")
* Testing the AI's limits instead of engaging with the interview
* Giving one-word answers hoping the AI will fill in the gaps
Treat the AI like a professional recruiter. Be direct, be genuine, and focus on showcasing your qualifications.
# How to Prepare for Your AI Interview — Tips & Best Practices
Source: https://docs.hellorecruiter.ai/candidates-guide/preparing-for-interview
Research the company, test your setup, and practice key tips to perform your best in a Hello Recruiter AI-powered interview.
Preparation is key to a great interview, whether it's with a human or AI. Here's how to set yourself up for success.
## Before You Start
Visit the company's website, understand what they do, and review the job description carefully. The AI may ask questions specific to the company, its products, and the role — candidates who show they've done their homework stand out.
Choose a location with minimal background noise, good lighting (natural light facing you works best), and a stable internet connection. Avoid coffee shops, shared spaces, or anywhere you might be interrupted.
Make sure your camera and microphone work before starting. Open your camera app and record a short test video. Close other apps (especially Zoom, Teams, or Slack) that might compete for your camera or drain bandwidth.
You may be asked about specific experiences, projects, or roles listed on your resume. Keep it nearby for quick reference — but don't read from it.
Think of 3–5 specific examples from your career using the **Situation, Task, Action, Result** format. The AI will ask behavioral questions, and having concrete stories ready makes a big difference.
## During the Interview
**Speak clearly and naturally.** The AI understands conversational speech — you don't need to speak slowly or robotically. Talk as if you're having a professional conversation with a colleague.
**Be specific.** Vague answers get vague scores. Instead of saying "I'm a good leader," give a concrete example:
**Weak answer:** "I have strong leadership skills and enjoy managing teams."
**Strong answer:** "I led a team of 5 engineers to deliver our payment integration 2 weeks ahead of schedule. I ran daily standups, unblocked a critical API dependency by coordinating with the vendor directly, and we shipped with zero P1 bugs."
**Take your time.** There's no rush. The AI is patient — pause to think before answering. A thoughtful 30-second pause followed by a great answer beats a rambling immediate response.
**Be honest.** The platform includes fraud detection — using AI tools to generate your answers or having someone else take the interview will be flagged to the hiring team.
**Ask questions at the end.** When the AI asks if you have questions about the role, use it. Thoughtful questions signal genuine interest. Ask about team structure, what success looks like in the first 90 days, or what projects you'd be working on.
## What Not to Do
**Don't use AI tools** (like ChatGPT) to generate answers during the interview. Hello Recruiter's bad actor detection system monitors for this and will flag it to the hiring team.
**Don't have someone else take the interview for you.** Impersonation detection is built into the platform. This will be flagged and will likely disqualify your application entirely.
**Don't read from a script.** Brief reference notes are fine, but reading pre-written answers word for word sounds unnatural and may be flagged. The AI is looking for authentic, conversational responses.
## Quick Preparation Checklist
| Step | Details |
| - | - |
| Research company | Website, job description, recent news |
| Quiet space | Minimal noise, good lighting, no interruptions |
| Tech check | Camera, microphone, internet speed (5+ Mbps) |
| Close other apps | Especially video call apps and heavy downloads |
| Resume nearby | For quick reference, not reading |
| STAR stories ready | 3–5 specific examples from your experience |
| Water nearby | Stay hydrated during the conversation |
## Next Steps
Step-by-step walkthrough of the interview experience.
Make sure your setup meets the minimum requirements.
# Take-Home Assessment
Source: https://docs.hellorecruiter.ai/candidates-guide/take-home-assessment
What to expect in your take-home coding assessment — how to package your ZIP submission and what happens after you upload it.
Your guide to the take-home assessment. Unlike the other interview types, you complete this coding task on your own time, before ever speaking with anyone.
Some take-home assessments are **AI-assisted** — you solve the problem using a coding assistant we provide instead of entirely on your own. Your recruiter will tell you if this applies to you. If it does, see the [AI-Assisted Coding](/candidates-guide/ai-assisted-coding) guide for setup and what's different; everything on this page still applies to you too.
## What to Expect
* **Deadline:** you have **5 days** from your invitation to submit your work
* **Format:** a written problem statement you solve at your own pace, then upload as a ZIP file
* **Environment:** your own editor and machine
### What's Being Evaluated
| Area | What the AI Looks For |
| - | - |
| Correctness | Does your solution solve the problem and meet the stated requirements? |
| Code quality | Is your code clean, readable, and well-structured? |
| Reasoning | Do you show clear thinking in how you approached the problem? |
Every candidate applying to the same job gets a uniquely written problem scenario, so answers can't be shared or looked up — but the difficulty and what's expected of you stay the same for everyone applying to that job.
***
## How to Prepare
### Before You Start
* **Read the whole problem statement first.** Note anything it asks you to submit — specific files, a README, run instructions, and so on.
* **Check your deadline on the assignment page, not your email.** If your recruiter resends your invitation, your deadline resets to a fresh 5-day window from the resend.
* **Plan your packaging.** Your final ZIP has a **50MB total limit** and a **5MB per-file limit**. If a file is too large, the upload simply won't go through — you'll get an error naming the file, so you can shrink or remove it and re-upload.
### Packaging Your ZIP File
**Technical/coding assessment:** remove dependency and build folders before zipping — `node_modules`, `dist`, `build`, `venv`, `.git`, and similar. Include only your source, config, and any requested README.
## Supported File Formats
Most common file types are fine to include:
* **Source code, text files, PDFs, Word/Excel documents, and images** are all read directly as part of your submission. Very long individual files may only be partially read, so keep source files reasonably sized rather than dumping everything into one giant file.
* **PowerPoint slides** (`.ppt`/`.pptx`) aren't read directly today — convert them to PDF before zipping if your assessment involves slides.
* **Audio and video** are fine to include (for example, a recorded pitch or a walkthrough), but they're stored and viewable rather than analyzed for content. Don't rely on one to convey something you need to be scored on — put the substance in writing too.
***
## Submitting Your Work
Drag your ZIP file into the submission box on your assignment page, and wait for the upload to finish before closing the page.
Some assessments include a short follow-up call with an AI interviewer, about 20 minutes, to walk through what you built. Your assignment page says so before you upload. If the call opens right after your upload, only submit when you're free to talk. You can skip it if you're not able to join — it won't count against you, and your assignment is reviewed either way. See [Take-Home Follow-Up Call](/candidates-guide/take-home-follow-up-call) for what to expect.
You can't make changes or resubmit once your work is received, so make sure you're ready before you upload. If your deadline is about to pass and you won't finish in time, contact your recruiter before it expires rather than after.
# Take-Home Follow-Up Call
Source: https://docs.hellorecruiter.ai/candidates-guide/take-home-follow-up-call
What to expect from the short call after your take-home assessment, where an AI interviewer asks you to walk through the work you submitted.
Some take-home assessments end with a short follow-up call. An AI interviewer opens the work you just submitted and asks you to talk through a few of the choices you made. There's nothing new to prepare. It's a conversation about something you built.
**Video walkthrough coming soon.** A short video showing the follow-up call from start to finish will appear here.
## Will I Have One?
Your assignment page tells you before you upload. It shows one of two things:
| Your assignment page says | What happens |
| - | - |
| **Opens the moment you upload** | The call is ready as soon as your upload finishes. Start it right there on your assignment page, within **30 minutes**. |
| **Only if we ask** | You might get a call later. If the hiring team asks for one, you'll get an email with a link and a date to join by. You have **48 hours** from the email. |
If your page mentions neither, your assessment doesn't include a call.
![Assignment page showing the upload received and the Follow-up call step with Join the call and I can't right now buttons]()
If the call opens the moment you upload, only submit when you have about 20 free minutes to talk.
## What to Expect
* **About 20 minutes.** One conversation, nothing to prepare.
* **About your own work.** The interviewer has your files open and asks why you made a few of the calls you made.
* **Camera on, no screen share.** You don't need to show your screen. Headphones help.
* **You can see what it's looking at.** During the call you can open your files and a live transcript.
The best preparation is building something you understand and can explain. You don't need to memorize anything.
## Joining the Call
Use the page you uploaded from, or the link in your email if the hiring team asked for a call.
You'll land on a short welcome screen that shows how long you have left to start.
Tick the box agreeing to the recording, then click **Start Interview**. Allow camera and microphone access when your browser asks.
You can run a quick microphone test, or skip it with **Not now**. Then click **Join Interview**.
Answer the interviewer's questions in your own words. It's fine to say you'd do something differently now.
When the interviewer wraps up, you'll see **You're all done**. Press **End interview** to close the room.
![Welcome screen showing time left to start, a recording consent checkbox, and the Start Interview button]()
## Inside the Call
Your files are on the left. When the interviewer brings one up, it opens in the middle so you're both looking at the same thing, and you can open any file yourself too. The interviewer and your camera are on the right. The buttons at the bottom show or hide your files, your code, and a live transcript.
![Follow-up call room with the file tree, a file viewer, a live transcript, the interviewer and candidate video tiles, and the End interview button]()
Having trouble with your camera or microphone? See [Camera & Microphone](/troubleshooting/camera-microphone) and [Technical Requirements](/candidates-guide/technical-requirements).
## If Now Isn't a Good Time
If the call opens and you can't talk, click **I can't right now**. **Skipping or missing the call never counts against you.** Your assignment is saved and is reviewed either way, exactly as you submitted it.
If you were expecting a call and your assignment page says **We couldn't get it ready**, you don't need to do anything. Your assignment is safe and will still be reviewed. Reach out to your recruiter if you have questions.
## After the Call
Once the call ends, your assignment page shows **All done**. The team reviews your submission and the call together, and your recruiter will follow up about the next step.
## Related Guides
# Technical Assessment
Source: https://docs.hellorecruiter.ai/candidates-guide/technical-assessment
Prepare for your AI-powered technical assessment — what topics to expect, how to explain your thinking, and how to interact with the AI evaluator.
Your guide to the AI-powered technical assessment interview. This interview evaluates your domain expertise, problem-solving approach, and technical communication skills.
## What to Expect
The technical assessment is a deeper dive into your skills and knowledge. Unlike the HR screening, this interview focuses on **how you think** and **what you know** in your technical domain.
* **Duration:** \~45 minutes
* **Format:** Conversational with scenario-based and knowledge-based questions
* **Focus areas:** Domain expertise, problem-solving methodology, system thinking, and technical communication
* **Depth:** The AI adapts — it may ask follow-up questions to probe deeper into your answers
### What's Being Evaluated
| Area | What the AI Looks For |
| - | - |
| Technical depth | Do you understand core concepts in your domain? |
| Problem-solving | Can you break down complex problems into clear steps? |
| Communication | Can you explain technical concepts clearly, even to a non-expert? |
| Practical experience | Can you tie knowledge to real-world examples from your work? |
| Reasoning | Do you think through trade-offs and edge cases? |
The AI evaluates the quality of your reasoning, not just whether your final answer is "correct." Showing your thought process matters.
***
## How to Prepare
### Before You Start
* **Review the job description for technical requirements.** Know which skills and tools are listed and be ready to discuss your experience with each.
* **Brush up on fundamentals.** Depending on your field, this could mean reviewing core concepts, frameworks, methodologies, or tools you'll be expected to know.
* **Prepare real examples.** Think of 3–5 projects or challenges where you applied your technical skills. Be ready to walk through what you did, why, and what the outcome was.
* **Practice explaining out loud.** Technical assessments reward clear communication. Practice walking through a problem step-by-step as if explaining to a colleague.
### During the Assessment
* **Think out loud.** The AI gives credit for your reasoning process, not just conclusions. Narrate your thought process as you work through scenarios.
* **Ask clarifying questions.** If a scenario is ambiguous, ask for more details. This mirrors real-world problem-solving and is viewed positively.
* **Be honest about gaps.** If you're unfamiliar with a topic, say so and explain how you'd approach learning it or finding the answer. This is far better than guessing.
* **Use structure.** When answering open-ended questions, organize your response: state your approach, walk through the steps, and summarize your conclusion.
***
## What to Ask the AI
* "Can you clarify the constraints of this scenario?"
* "Should I assume \[specific technology/framework] for this question?"
* "Would you like me to go deeper on \[specific aspect]?"
* "Can I walk through my approach step by step before giving a final answer?"
* "Is this question focused on design, implementation, or both?"
Asking for clarification is a strength, not a weakness — it shows you think before you act. If you realize you went down the wrong path, say so and course-correct. The AI recognizes self-awareness.
***
## What NOT to Ask the AI
### Don't Try To...
* **Ask for the answer.** "What's the right approach here?" — the AI won't tell you. It's evaluating *your* approach.
* **Ask if you're doing well.** The AI cannot provide real-time feedback on your performance.
* **Request easier questions.** The difficulty is set by the hiring team based on the role's requirements.
* **Ask the AI to solve the problem for you.** Collaborative hints are not part of the assessment format.
* **Copy-paste or reference external resources during the interview.** The AI is evaluating your knowledge, not your ability to search.
### Things That Don't Help
* Jumping straight to an answer without showing your reasoning
* Using excessive jargon without explaining your thinking
* Giving textbook definitions without connecting them to practical experience
* Deflecting with "it depends" without exploring the trade-offs
Show your work. The AI is designed to evaluate how you think through technical problems, not just what you know.
# Technical Requirements for AI Interviews — Browser, Camera & Internet
Source: https://docs.hellorecruiter.ai/candidates-guide/technical-requirements
Check browser compatibility, internet speed, camera, and microphone requirements before starting your Hello Recruiter AI interview.
Make sure your setup meets these requirements before starting your interview.
## What You Need
| Requirement | Details |
| - | - |
| **Browser** | Chrome, Firefox, Edge, or Safari (latest version recommended) |
| **Internet** | Stable connection, minimum 5 Mbps |
| **Camera** | Built-in or external webcam |
| **Microphone** | Built-in or external mic |
| **Device** | Desktop, laptop, tablet, or smartphone |
## Quick Setup Checklist
Make sure you're using the latest version of Chrome, Firefox, Edge, or Safari.
Open your camera app to verify it's working. Close any other apps using the camera.
Record a short voice memo to confirm your mic is picking up audio clearly.
Run a speed test at [fast.com](https://fast.com) — you need at least 5 Mbps.
Choose a well-lit room with minimal background noise.
## Troubleshooting
If you run into issues:
* **Camera/mic not detected:** Check browser permissions — click the lock icon in the address bar and allow access
* **Poor connection:** Switch to a wired connection or move closer to your WiFi router
* **Interview won't load:** Try a different browser or clear your cache
**Still having issues?** Contact the company that invited you, or email **[support@hellorecruiter.ai](mailto:support@hellorecruiter.ai)** with your name, the company, and a description of the problem.
## Related Guides
# What Is an AI Interview? A Guide for Job Candidates
Source: https://docs.hellorecruiter.ai/candidates-guide/what-is-ai-interview
Learn what an AI interview is, how it works, what to expect, and how your responses are evaluated by Hello Recruiter's AI.
If you've been invited to an AI interview through Hello Recruiter, you're in the right place. This guide explains exactly what to expect.
## How It Works
An AI interview is a conversational assessment where you speak with an AI interviewer instead of a human — at least for this stage of the process. The AI asks you questions about your experience, skills, and fit for the role, just like a human recruiter would.
The key differences are that you can complete it **anytime** that works for you (no scheduling needed), it typically takes **10–30 minutes** depending on the role, and every candidate gets the **same fair, consistent** experience.
## Why Companies Use AI Interviews
AI interviews aren't about replacing the human element — they're about making the initial screening faster and fairer. Here's what this means for you:
* **No scheduling hassle.** Complete it on your own time — evenings, weekends, whenever suits you.
* **Equal opportunity.** Every candidate is asked the same types of questions and evaluated against the same criteria, reducing the unconscious bias that can occur in human-led screens.
* **Faster process.** Instead of waiting days or weeks for a recruiter call, you can interview the same day you apply.
## The Interview Experience
You'll receive an email or in-app invitation with a unique link. Click it to open the interview in your browser.
Your browser will ask for permission to use your camera and microphone. This is required so you can have a video conversation with the AI.
The AI interviewer will introduce itself, explain the format, and begin asking questions. It's a natural, back-and-forth conversation — not a recorded monologue.
Once finished, you'll see a confirmation screen. The hiring team will review your responses and contact you about next steps.
## What Happens After
After you complete the interview:
1. Your responses are evaluated against the role's specific requirements
2. The hiring team receives a detailed summary and scorecard
3. If you're a good fit, you'll be invited to the next round — typically a conversation with a real person on the team
**Timeline:** Most companies review AI interview results within 2–5 business days. Check your invitation email for specific timelines.
## Common Questions
This depends on the company's settings. If recording is enabled, you'll be clearly informed before the interview begins. You can choose not to proceed if you're uncomfortable.
Generally, no — you get one attempt. That's why it's important to find a quiet space, test your setup, and take your time before starting.
AI interviews are designed to reduce bias, not introduce it. Every candidate is evaluated against the same criteria with the same questions — removing factors like interviewer mood, time of day, or unconscious preferences.
Contact the company that invited you to discuss accommodations before starting the interview. They can adjust settings like interview duration or format as needed.
**This is your chance to shine.** Treat it like any professional interview. The AI is evaluating your actual responses — be specific, give examples, and be yourself.
## Next Steps
Tips on research, setup, and how to stand out.
Check your browser, camera, and internet before starting.
# Creating a Great Candidate Experience with AI Interviews
Source: https://docs.hellorecruiter.ai/companies/best-practices/candidate-experience
Improve completion rates and employer brand by designing a fair, transparent AI interview process that candidates appreciate.
Your hiring process is a reflection of your company. Even candidates you don't hire should walk away with a positive impression.
## Why Candidate Experience Matters
Candidates talk — on Glassdoor, LinkedIn, and to their network. A great interview experience means positive reviews, referrals, and a strong employer brand. A poor one can actively hurt your ability to hire great people, especially in competitive markets where top candidates have options.
Consider this: every candidate who interviews is also a potential customer, partner, or future re-applicant. Treating them well is always worth the investment.
## Setting Clear Expectations
The most common source of candidate frustration is surprise. Eliminate it by being upfront:
**In your job posting:**
* Mention that the first-round interview is AI-powered
* Include the estimated duration (e.g., "15–20 minute AI interview")
* Briefly explain that it's a video conversation, not a quiz or chatbot
**In the invitation email:**
* Reiterate what to expect and how long it takes
* Link to your company's career page so they can research
* Provide a clear deadline if the invitation expires
* Include a support contact in case they have technical issues
**Template language for job postings:** "Our first interview is a 15-minute AI-powered video conversation where you'll discuss your experience and fit for the role. You can complete it anytime that's convenient — no scheduling needed."
## Calibrating Interview Length
Match interview length to what's reasonable for the role. Candidates will drop off if the interview feels disproportionate to the opportunity.
| Role Level | Recommended Duration | Topics to Cover |
| - | - | - |
| Entry-level / Internship | 10–15 minutes | Basic qualifications, motivation, cultural fit |
| Mid-level | 15–25 minutes | Experience deep-dive, skills assessment, scenarios |
| Senior / Leadership | 25–35 minutes | Strategic thinking, leadership examples, complex scenarios |
**A 30-minute AI interview for an entry-level role will kill your completion rate.** Candidates weigh the time investment against the perceived value of the opportunity. Keep it proportional.
## Configuring Your AI Persona
Your AI interviewer's personality shapes the candidate's emotional experience. Small tweaks make a big difference:
* **Choose a warm, professional name** — something that feels human and approachable
* **Select a voice and accent** that matches your company's brand and the candidate's likely expectations
* **Set the right tone** — encouraging and conversational, not robotic or interrogating
**Test it yourself.** Complete the full interview as a candidate before going live. If you feel comfortable and respected during the experience, your candidates likely will too. If something feels off, adjust the persona settings.
## Communicating After the Interview
What happens after the interview matters as much as the interview itself.
* **Set a timeline and stick to it.** If you say "we'll get back to you within a week," do it.
* **Don't ghost candidates.** Even a brief rejection email is better than silence. Candidates who are ghosted are the ones who leave negative reviews.
* **Provide feedback when possible.** Even a one-sentence summary ("We decided to move forward with candidates who had more experience in X") goes a long way.
## Measuring Candidate Experience
Track these metrics in your analytics and review them monthly:
| Metric | What It Tells You | Healthy Range |
| - | - | - |
| **Completion rate** | Are candidates finishing the interview? | > 70% |
| **Drop-off point** | Where do candidates abandon the process? | Most should finish; watch for spikes at specific questions |
| **Time to complete** | Is the interview taking longer than expected? | Within 20% of your target duration |
| **Time from invite to start** | How quickly do candidates begin? | \< 48 hours suggests strong interest |
| **Support ticket volume** | Are candidates running into issues? | \< 5% of candidates |
**If your completion rate drops below 60%**, investigate immediately. Common causes: interview is too long, technical requirements are too strict, instructions are unclear, or the AI persona feels off-putting.
## Accessibility and Inclusivity Considerations
* Ensure your interview works on both desktop and mobile — not all candidates have access to a laptop
* Keep interview duration reasonable — candidates with disabilities, attention differences, or English as a second language may need more time
* Be transparent about recording policies — some candidates are uncomfortable being recorded and deserve the choice
* Test your interview in different browsers and on different internet speeds to catch technical barriers
## Related Guides
# Improving Hiring Results — Data-Driven Tips for Hello Recruiter
Source: https://docs.hellorecruiter.ai/companies/best-practices/improving-results
Refine evaluation criteria, enrich your AI knowledge base, and use analytics to continuously improve your AI-powered hiring outcomes.
Hello Recruiter gets smarter the more you use it — but small adjustments from your side can dramatically improve results.
## 1. Review and Refine Your Evaluation Criteria
After your first batch of candidates (aim for at least 10–15 completed interviews), review the scorecards and ask yourself:
* **Are high-scoring candidates actually good hires?** If not, your criteria or weightages may need adjustment. A criterion weighted at 30% will dominate the overall score — make sure it deserves that weight.
* **Are strong candidates scoring low?** The criteria may be too narrow, or you're weighting "nice-to-have" skills as heavily as "must-have" skills. Move learnable skills to lower weightages.
* **Is there a criterion where everyone scores the same?** If all candidates score 7/10 on "communication skills," that criterion isn't differentiating anyone. Make it more specific (e.g., "ability to explain technical concepts to non-technical stakeholders") or reduce its weight.
* **Are follow-up questions revealing useful information?** If the AI's follow-ups aren't surfacing new insights, your initial criteria may be too surface-level.
**The sweet spot is 5–7 criteria.** Fewer than 5 and you miss important dimensions. More than 7 and scores become diluted — every criterion contributes so little that the overall score becomes meaningless.
## 2. Invest in Your AI Knowledge Base
The Knowledge Base is your single biggest lever for improving AI evaluation quality. The more context the AI has, the better it can:
* Ask relevant, role-specific follow-up questions
* Distinguish between generic answers and truly informed ones
* Evaluate cultural fit based on your actual values (not generic ones)
### What to Add to Your Knowledge Base
| Content Type | Why It Helps | Example |
| - | - | - |
| **Company overview** | AI can assess genuine interest in your company | Mission statement, founding story, market position |
| **Culture & values** | AI evaluates cultural fit accurately | "We value ownership over consensus," team rituals |
| **Product details** | AI can gauge technical understanding | What you build, who uses it, tech stack |
| **Role-specific context** | AI asks sharper questions | Team structure, current challenges, first 90-day goals |
| **What "great" looks like** | AI calibrates scoring | Description of your top performers in similar roles |
**Teams that maintain a rich Knowledge Base see meaningfully better scorecard accuracy.** The AI moves from asking generic questions ("Tell me about your experience") to specific ones ("How would you approach scaling a microservices architecture for 10x traffic growth?").
## 3. Optimize Your Job Descriptions
Your job description directly affects who applies — and low-quality applicant pools lead to low-quality hiring outcomes regardless of how good your AI evaluation is.
* **Study your best-performing jobs.** Which postings attracted the most qualified applicants? What did those descriptions have in common? Replicate what works.
* **Use the AI Job Description generator.** It optimizes for inclusive language and search visibility, which broadens your applicant pool.
* **Be honest about requirements.** Listing 15 "required" skills when only 5 actually matter will scare away qualified candidates and attract overconfident ones.
## 4. Monitor Key Metrics
Track these numbers monthly and look for trends:
| Metric | What It Tells You | Target |
| - | - | - |
| **Interview completion rate** | Whether candidates are dropping off mid-interview | > 70% |
| **Average score distribution** | Whether your criteria are well-calibrated | Bell curve, not clustered |
| **Time-to-hire** | How fast you're moving from posting to offer | Decreasing over time |
| **Risk signal frequency** | Whether your job is attracting fraudulent applicants | \< 10% of applicants |
| **Offer acceptance rate** | Whether your process is competitive | > 60% |
**If your average scores cluster at the extremes** (everyone is 90+ or everyone is below 40), your criteria are miscalibrated. Scores should form a rough bell curve with clear differentiation in the middle range.
## 5. Build a Review Habit
The highest-performing teams on Hello Recruiter treat their hiring process like a product — they iterate on it regularly.
**Monthly review checklist:**
* Review scorecards from the past month — do scores correlate with hiring decisions?
* Check completion rates — are candidates dropping off?
* Update the Knowledge Base with anything new (new product launches, team changes, updated tech stack)
* Refine one evaluation criterion based on what you've learned
* Test your own interview if you've made changes
**30 minutes a month is all it takes.** Small, consistent improvements compound into significantly better hiring outcomes over a quarter.
## Related Guides
# Best Practices for Designing Effective AI Interviews
Source: https://docs.hellorecruiter.ai/companies/best-practices/interview-design
Structure AI interview agendas that surface top candidates — warm-up, experience deep-dives, skills assessment, and scenario questions.
A well-designed AI interview is the difference between noisy data and clear hiring signals.
## Start with the End in Mind
Before configuring your interview, answer these questions:
* **What must this person be able to do on Day 1?** These are your non-negotiable criteria and should carry the highest weight.
* **What skills can be learned on the job?** These are nice-to-haves — include them at lower weight or leave them out entirely.
* **What does failure in this role look like?** This helps you identify red flags and design questions that surface them early.
## Structure Your Interview
A good AI interview follows a natural flow that builds comfort and progressively goes deeper:
| Phase | Purpose | Duration | Example Questions |
| - | - | - | - |
| **Warm-up** | Help the candidate settle in and feel comfortable | 2–3 min | "Tell me about yourself and what drew you to this role." |
| **Experience deep-dive** | Explore relevant background and achievements | 5–10 min | "Walk me through a project you led that you're most proud of." |
| **Skills assessment** | Role-specific technical or competency questions | 5–10 min | "How would you approach designing a data pipeline for real-time event processing?" |
| **Scenario questions** | Test judgment and problem-solving | 3–5 min | "A key stakeholder disagrees with your approach mid-project. How do you handle it?" |
| **Candidate questions** | Let the candidate ask about the role and company | 2–3 min | Open-ended |
**The warm-up isn't filler — it's strategic.** Candidates who feel comfortable give better, more authentic answers. Skipping it leads to guarded, surface-level responses throughout the entire interview.
## Sample Agendas by Role Type
### Software Engineer (Mid-Level) — 20 minutes
| Topic | Weight | What to Assess |
| - | - | - |
| Technical problem-solving | 30% | Approach to debugging, system design thinking |
| Relevant experience | 25% | Past projects, technologies used, scale |
| Collaboration & communication | 20% | How they work with PMs, designers, cross-functional teams |
| Learning agility | 15% | How they pick up new tools, handle unfamiliar problems |
| Motivation & cultural fit | 10% | Why this company, what they're looking for |
### Sales Representative — 15 minutes
| Topic | Weight | What to Assess |
| - | - | - |
| Sales methodology & process | 30% | How they prospect, qualify, close |
| Communication skills | 25% | Clarity, persuasiveness, active listening |
| Resilience & drive | 20% | How they handle rejection, long sales cycles |
| Product understanding | 15% | Ability to learn and articulate product value |
| Cultural fit | 10% | Team dynamics, work style |
### Customer Support Lead — 15 minutes
| Topic | Weight | What to Assess |
| - | - | - |
| Problem resolution | 30% | Approach to escalations, troubleshooting methodology |
| Empathy & communication | 25% | Tone, patience, ability to de-escalate |
| Leadership experience | 20% | Managing a team, coaching, handling underperformance |
| Technical aptitude | 15% | Comfort with tools, ability to learn new systems |
| Process improvement | 10% | Identifying patterns, suggesting improvements |
## Calibrating Follow-Up Depth
Hello Recruiter's AI asks follow-up questions based on candidate responses. You can control how deep it goes:
* **Light follow-ups** — Good for high-volume, entry-level roles where you need quick screening. The AI accepts answers at face value and moves on.
* **Moderate follow-ups** — The default. The AI asks one follow-up per topic to get more specific examples.
* **Deep follow-ups** — Best for senior or specialized roles. The AI probes multiple layers — asking for specifics, challenging assumptions, and requesting alternative approaches.
**Match depth to seniority.** Deep follow-ups on an entry-level role will feel like an interrogation. Light follow-ups on a VP role will miss critical insights.
## Common Mistakes to Avoid
**Don't overload with criteria.** 5–7 evaluation criteria is the sweet spot. More than that dilutes the signal — each criterion contributes so little to the overall score that it becomes hard to differentiate candidates meaningfully.
**Don't copy generic criteria from job description templates.** "Strong communication skills" and "team player" are so vague they're almost meaningless. Be specific: "Ability to explain technical trade-offs to non-technical stakeholders" is far more useful to the AI evaluator.
**Test your own interview before going live.** Complete the full AI interview yourself. You'll immediately spot questions that are confusing, topics that feel redundant, or a total duration that's too long. If you wouldn't want to sit through it, your candidates won't either.
## Related Guides
# Candidate Application Flow & AI Interview Invitations
Source: https://docs.hellorecruiter.ai/companies/candidates/candidate-application-flow
How candidates discover jobs, submit applications, receive AI interview invitations, and complete the screening process automatically.
When a candidate applies for a job with an active AI interview, the invitation process is handled automatically.
## How It Works
The candidate discovers your open role on your public careers page.
They click **Apply Now** and are taken to the application form.
They answer the job's application form: their contact details, resume, and any questions you've added. See [Custom Application Forms](/companies/jobs/application-forms) to choose what it asks.
![Candidate Application Form]()
Hello Recruiter automatically sends an invitation email with a unique interview link.
The candidate clicks the link and enters the AI interview at their convenience.
The interview completes and a scorecard is generated for your review.
## Manual Invitations
You can also manually invite candidates to interview:
Navigate to the candidate's profile from the Candidates section.
Click **Send Interview Invitation**.
The candidate receives an email with their unique interview link.
## Invitation Settings
Configure how invitations work at the job level:
* **Auto-invite on apply** — Automatically send interview invitations when a candidate applies.
* **Expiration window** — Set how long candidates have to complete their interview (e.g., 7 days).
* **Reminder emails** — Enable automatic reminders for candidates who haven't started.
**Keep expiration windows reasonable.** 5–7 days is ideal. Too short may exclude busy candidates; too long creates pipeline drag.
## Related Guides
# Understanding AI Candidate Scorecards & Evaluations
Source: https://docs.hellorecruiter.ai/companies/candidates/candidate-scorecard
Read AI-generated scorecards with overall scores, criteria breakdowns, key highlights, and risk signals for each interviewed candidate.
After a candidate completes their AI interview, Hello Recruiter generates a comprehensive scorecard.
![Candidate scorecard]()
## What's in a Scorecard?
Each scorecard includes:
* **Overall Score** — A composite score based on your weighted evaluation criteria
* **Criteria Breakdown** — Individual scores for each evaluation criterion you defined
* **AI Summary** — A written assessment of the candidate's strengths, weaknesses, and overall fit
* **Key Highlights** — Notable responses or moments from the interview
* **Risk Signals** — Any flags related to potential fraud, AI usage, or impersonation
## How Scores Are Calculated
Scores are calculated based on the **evaluation criteria** and **weightages** you defined when creating the job. The AI evaluates each candidate response against each criterion and assigns a score, then computes the weighted total.
## Using Scorecards Effectively
**Compare candidates within the same job.** Scores are relative to the criteria you set, so they're most meaningful when comparing candidates for the same role.
**Read the AI Summary.** The overall score is a useful quick filter, but the written summary provides context that numbers alone can't capture — like communication style, enthusiasm, or domain depth.
## Related Guides
# Interview Hub — Track & Review AI Interview Progress
Source: https://docs.hellorecruiter.ai/companies/candidates/interview-hub
Monitor pending, in-progress, and completed AI interviews. Review recordings, transcripts, scorecards, and risk signals from one hub.
Hello Recruiter handles the entire interview lifecycle automatically, but you stay in control.
![Interview Hub]()
## Interview States
| State | Description |
| - | - |
| **Pending** | Invitation sent, candidate hasn't started |
| **In Progress** | Candidate is currently in the AI interview |
| **Completed** | Interview finished, scorecard available |
| **Expired** | Candidate didn't complete within the allowed window |
## Reviewing Completed Interviews
When an interview is completed:
Navigate to the candidate's profile from the Candidates section or the Interview Hub.
Click **View Interview** to see the full conversation, including the transcript and any recordings.
Check the **Scorecard** tab for AI-generated evaluations, criteria breakdowns, and the AI summary.
Review the **Risk Signals** tab for any flagged activity such as AI usage or impersonation.
## Interview Recordings
If enabled, you can access the full interview recording:
* **Video playback** of the candidate's session
* **Transcript** of the full conversation
* **Timestamp markers** for key moments flagged by the AI
**Use transcripts for team review.** Share the transcript with hiring managers who weren't involved in the screening process, so they can quickly assess candidates without watching the full recording.
## Related Guides
# Risk Signals & Bad Actor Detection in AI Interviews
Source: https://docs.hellorecruiter.ai/companies/candidates/risk-signals
How Hello Recruiter detects unauthorized AI usage, impersonation, and fraud during AI interviews to protect your hiring process.
Hello Recruiter's Bad Actor Detection system protects the integrity of your hiring process by automatically flagging suspicious activity.
![Risk Summary]()
## Types of Risk Signals
Detects when candidates use AI tools (like ChatGPT) to generate their responses during the interview.
Identifies potential cases where someone other than the applicant is taking the interview.
Flags applications with suspicious patterns, inconsistent information, or known fraudulent indicators.
Detects unusual interview environments — multiple voices, screen sharing to another person, or reading from hidden notes.
## How Risk Signals Appear
When a candidate is flagged, you'll see:
* A **warning badge** on their profile in the candidate list
* A detailed **Risk Summary** tab in their scorecard
* Specific **evidence** explaining what triggered the flag
## What to Do with Flagged Candidates
Risk signals are informational — they don't automatically reject candidates. You decide what action to take:
* **Review the evidence** to understand the severity
* **Compare with the candidate's overall performance** — minor flags with strong scores may warrant a follow-up interview
* **Reject if the evidence is clear** — blatant fraud or impersonation should disqualify candidates
Risk signals are AI-generated assessments, not definitive proof. Always review the evidence and use your judgment before making decisions.
## Related Guides
# Viewing, Filtering & Managing Your Candidate Pipeline
Source: https://docs.hellorecruiter.ai/companies/candidates/viewing-candidates
Browse candidates by status, score, and risk signals. Filter your pipeline and access profiles, resumes, and AI interview results.
The Candidates section gives you a complete view of everyone who has applied to your jobs.
![Candidate pipeline view]()
## Accessing the Candidate List
Navigate to the **Candidates** section from the main sidebar to see all candidates across all jobs. To see candidates for a specific job, navigate to the **Jobs** section, click **View Job**, and then click the **Candidates** tab.
![Job-specific candidate pipeline]()
## Candidate Statuses
Each candidate moves through a pipeline of statuses:
| Status | Meaning |
| - | - |
| **Application Received** | Application received, not yet reviewed |
| **Screening** | AI interview is scheduled or underway |
| **Interviews** | Candidate has completed the AI interview and is ready for further interviews |
| **Offered** | An offer has been extended to the candidate |
| **Hired** | Offer accepted |
| **Rejected** | Not moving forward |
## Candidate Profile
Click on any candidate to view their detailed profile, including their resume, interview responses, scorecard, and any risk signals.
![Candidate profile]()
## Filtering and Sorting
Use the filter bar to narrow your view:
* **By status** — Focus on specific pipeline stages
* **By score range** — Find top-scoring candidates quickly
* **By risk signals** — Identify flagged candidates
* **By date** — See recent applicants first
**Use the Shortlist status** to build your final consideration set. This makes it easy to compare your top candidates side-by-side when you're ready to make decisions.
## Related Guides
# Account & Profile Setup — Getting Started with Hello Recruiter
Source: https://docs.hellorecruiter.ai/companies/getting-started/account-setup
Create your Hello Recruiter account, complete your profile, and configure your company information to start hiring with AI.
Setting up your account is quick and ensures your team knows who you are and that your company branding is correctly applied across the platform.
**Who is this for?** All new users, especially the initial Account Owner or Administrator setting up the workspace for the first time.
## Step-by-Step Instructions
If you're the first user, navigate to the sign-up page to create your account. If you were invited by a team member, you will receive a welcome email from Hello Recruiter. Click the **Accept Invitation** button inside the email.
![Sign Up Page]()
After logging in for the first time, complete your personal profile. Click the **Account button** in the top-right corner of the navigation bar and select **Profile**.
* Enter your **First Name** and **Last Name**
* Click **Update photo** to add a profile picture — we recommend a professional headshot.
![User Profile Settings]()
Navigate to **Settings** from the main sidebar. Under the **Basic Info** tab:
* Enter your **Organization's Name**
* Upload your **Organization Logo** — this will appear on your career pages and in candidate communications.
* Set your public career page URL slug.
![Organization Settings]()
## Pro Tips
**Complete your profile fully.** A complete profile with a photo helps build rapport with your team members and adds a personal touch to your communications.
**Use a high-quality logo.** Your company logo is a key part of your brand. Use a high-resolution version to ensure it looks sharp on your public-facing career page.
## Related Articles
# What Is Hello Recruiter? Platform Overview & Core Features
Source: https://docs.hellorecruiter.ai/companies/getting-started/introduction
Learn how Hello Recruiter uses AI to automate screening, conduct interviews, evaluate candidates, and detect fraud — all in one hiring platform.
Hello Recruiter is an end-to-end recruitment platform that uses human-centric AI to automate and enhance every stage of your hiring process. Whether you're a growing startup or an established company, Hello Recruiter helps you hire faster, smarter, and fairer.
![Hello Recruiter Dashboard]()
## What Can You Do with Hello Recruiter?
Our AI Job Description Generator helps you create compelling, inclusive, and keyword-optimized roles in seconds — ensuring you attract the right talent from the start.
The platform automatically parses resumes and uses intelligent AI to score and match candidates against your job requirements, saving you countless hours of manual review.
Deploy AI-driven Conversational Interviews to engage with every applicant, 24/7. The AI asks your key screening questions, gathers information, and provides detailed summaries.
Our Bad Actor Detection system automatically flags fraudulent applications, unauthorized AI usage during assessments, and potential impersonation — keeping your process fair and secure.
## How It Works
Create a job with AI-assisted descriptions, set evaluation criteria, and publish to your careers page in minutes.
Candidates apply through your public careers page and complete an AI-led conversational interview at their convenience — no scheduling needed.
The platform evaluates each candidate against your criteria, generates scorecards, and flags any risk signals automatically.
Review AI-generated insights, compare candidates side-by-side, and focus your time on the best-fit people.
## Next Steps
Get your profile and company information configured.
Add recruiters and hiring managers to your workspace.
Create and publish your first job opening.
# Navigating the Hello Recruiter Dashboard & Key Features
Source: https://docs.hellorecruiter.ai/companies/getting-started/navigating-the-app
Explore the Hello Recruiter dashboard — access jobs, candidates, AI interview settings, and hiring analytics from one workspace.
Your Hello Recruiter workspace is the command center for all your hiring activities.
![Hello Recruiter Dashboard]()
## Main Navigation
The primary navigation menu is always accessible on the left-hand side of your screen.
Your landing page after logging in. Provides quick access to creating your first job and customizing your branding.
View all your job openings, their statuses (Active, Closed, Draft), and create new roles.
Browse all applicants across all your jobs, filter by status, and dive into individual candidate profiles.
Configure your organization, team members, AI knowledge base, AI persona, and billing.
## Key Actions
From anywhere in the app, you can quickly:
* **Create a new job** by navigating to the **Jobs** section and clicking **+ Create New Job**.
* **View the candidate pipeline** by selecting any active job to see its applicant list.
* **Access AI insights** by clicking into any completed interview for scorecards and evaluations.
* **Manage your team** through **Settings** → **Members**.
## Related Articles
# Ashby Integration — AI Interviews with Full Write-Back to Ashby
Source: https://docs.hellorecruiter.ai/companies/integrations/ashby
Connect Ashby to Hello Recruiter to run AI interviews from your interview plan and sync back scores, scorecards, notes, and full PDF reports.
**Who is this for?** Users with the **Administrator** role on **Enterprise** plans. An administrator connects Ashby from **Organization Settings → Integrations** — no engineering work required on your side.
Connect Ashby once, and Hello Recruiter runs AI interviews as a natural part of your pipeline. Add Hello Recruiter to any stage of an interview plan and candidates are interviewed the moment they reach it — and our deepest write-back lands everything — scores, scorecards, notes, and the full report — right on the Ashby profile your team already works in.
![Data flow between Ashby and Hello Recruiter]()
## What You Get
* **Automatic job import & AI interview setup** — your open Ashby jobs sync into Hello Recruiter automatically. Job descriptions are parsed, and evaluation criteria and interview questions are generated for each role, so every job is interview-ready without manual setup.
* **Real-time candidate sync** — new applications, candidate updates, and stage changes flow in via webhooks the moment they happen, with incremental sync keeping everything consistent. Resumes already on the Ashby candidate are pulled in too.
* **Interview-plan triggered interviews** — add **Hello Recruiter** as an activity on any stage of an Ashby interview plan. When a candidate enters that stage, Ashby starts the assessment and the candidate receives an AI interview invite automatically. No exports, no copy-pasting emails.
* **Scores on the assessment** — the overall fit score, risk level, hire recommendation, and a per-skill breakdown appear on the candidate's Hello Recruiter assessment in Ashby, with status updating from started to complete on its own.
* **A structured scorecard** — Hello Recruiter submits real Ashby feedback on the application, including an overall recommendation, so AI interview results sit alongside your team's own evaluations.
* **A rich summary note** — a formatted note with the score, summary, skill highlights, and a clickable link to the full report is added to the candidate's feed.
* **The full report as a PDF** — the complete interview report is uploaded to the candidate's profile, so the evidence lives in Ashby permanently.
* **Interview plan mirroring (optional)** — mirror your Ashby interview stages and keep candidate positions in sync as they move through your pipeline (one-way, Ashby → Hello Recruiter).
## Connect Ashby to Hello Recruiter
In Ashby, go to **Admin** → **API Keys** → **+ New**. Name the key **Hello Recruiter** and grant the permissions in the table below. Copy the key — Ashby shows it once.
In Hello Recruiter, open **Organization Settings** → **Integrations**, find the **Ashby** card, click **Connect**, and paste the key into the **API key** field. The card shows **Syncing** while your jobs, interview plans, candidates, and applications are imported, then **Connected**.
The moment the connection succeeds, Hello Recruiter registers its webhook subscriptions through the Ashby API — new applications, stage changes, candidate updates, hires, and job changes — each verified with a signing secret. If your key doesn't include **API Keys – Write**, the success panel shows a **Webhook URL** and **Webhook secret** instead: add them once in Ashby under **Admin** → **Webhooks**.
We issue your **Hello Recruiter API key** and share it with you securely. In Ashby, go to **Admin** → **Integrations** → **Hello Recruiter**, click **Enable**, and paste the key. This is what lets Ashby start assessments and offer your jobs in the interview plan.
![Ashby Create an API key dialog with the Name field and the optional Integration Partner selector]()
| Permission | Access | What it's used for |
| - | - | - |
| Jobs | Read | Import open jobs, postings, and interview plans |
| Candidates | Read & Write | Sync candidates and applications; write the assessment result, scorecard, note, and report PDF |
| Interviews | Read | Interview-plan stages and existing feedback |
| Hiring Process Metadata | Read | Stage and status definitions for pipeline mirroring |
| API Keys | Write (optional) | Register and remove our webhooks for you — skip it and add the webhook manually instead |
![Hello Recruiter Integrations page with the Ashby Connect dialog open and the API key field filled]()
Both keys are shown once and are unique to your organization — treat them like passwords. Rotating the Hello Recruiter key on the Ashby tile invalidates the previous key immediately. If either key is ever exposed, contact **[support@hellorecruiter.ai](mailto:support@hellorecruiter.ai)** and we'll rotate it with you.
![Ashby showing the Hello Recruiter integration enabled, with the Hello Recruiter API Key and Ashby API Key fields redacted]()
Once the tile is enabled, every open job with a published posting is available as a Hello Recruiter assessment in your interview plans.
## Add Hello Recruiter to an Interview Plan
In Ashby, open the job and go to **Interview Plan**.
On the stage where you want the interview to happen, click **+ Activity**, choose **Hello Recruiter**, and select the job's assessment from the list. Save the plan.
Most teams put it right after application review or the recruiter screen, so every candidate who clears the first look is interviewed consistently.
![Ashby interview plan stage with the Add Activity picker showing Hello Recruiter and the list of available assessments]()
**Rolling it out across jobs?** Interview plans shared between jobs are fully supported — add the activity once to the shared plan and every job using it gets the interview.
## Interview a Candidate
Advance the candidate to the stage that carries the Hello Recruiter activity — one at a time or in bulk. Ashby starts the assessment automatically and the activity shows **Started**.
Hello Recruiter emails the interview invite to the email address on the candidate's Ashby profile, using their Ashby resume when one is on file.
They complete a live AI interview whenever suits them. The assessment status on the candidate updates automatically when they finish.
**Prefer a manual gate?** Leave the candidate outside the stage and click **Start Assessment** on their profile when you're ready — the same interview starts either way.
One open assessment per candidate per job. If a candidate is already being assessed for that job, Ashby shows *"Cannot start assessment that has already been started."* Cancel the open assessment first if you need to re-assess.
## Review Results in Ashby
When the interview completes, open the candidate. Results are written to the places your team already looks:
* **Score** — the overall fit score out of 100 on the Hello Recruiter assessment.
* **Risk Level and Risk Score** — integrity signals from the interview session.
* **Hire Recommendation** — strong hire, hire, neutral, or no hire.
* **Per-skill scores** — each evaluated skill scored on the assessment, so you can see where the candidate is strong and where the gaps are.
* **Scorecard** — a feedback submission on the application with the overall recommendation and a scored summary. If your organization has a feedback form titled **Hello Recruiter**, we fill its per-skill fields.
* **Summary note** — posted to the candidate's activity feed with the score, recommendation, and a link to the full report.
* **Full report PDF** — `hello-recruiter-interview-report-.pdf` in the candidate's **Files**, with the transcript, evidence, and detailed scoring.
![Ashby assessment details showing risk level, risk score, hire recommendation and per-skill scores against their maximums]()
![Ashby application feedback showing the Hello Recruiter submission with overall recommendation and summary]()
**Sharing with the hiring team?** The PDF on the candidate is the complete report — anyone with access to the Ashby candidate can read it, no Hello Recruiter seat needed. The link in the note opens the live report with recordings.
## What Appears in Ashby
| Result | Where your team sees it |
| - | - |
| Score (0–100), Risk Level, Risk Score, Hire Recommendation, per-skill scores | The Hello Recruiter assessment on the candidate |
| Assessment status (Started → Complete) | The stage activity on the candidate |
| Scorecard with overall recommendation and scored summary | Feedback on the application |
| Summary note with score and report link | The candidate's activity feed |
| Full interview report (PDF) | The candidate's **Files** |
Results typically appear within minutes of a candidate completing their interview. Ashby receives the most complete write-back of any Hello Recruiter integration — assessment, scorecard, note, and PDF report all land automatically.
## Troubleshooting
The Hello Recruiter tile isn't enabled yet, or the Hello Recruiter API key on the tile is missing or was rotated. Check **Admin** → **Integrations** → **Hello Recruiter** in Ashby. Only jobs with a **published job posting** are offered as assessments — a job without a posting has no description to build the interview from.
The candidate needs an email address on their Ashby record — Ashby shows the reason on the activity when a start is rejected. Candidates without a resume are still interviewed, on the job description alone; they show as **not screened** in Hello Recruiter until a resume is added.
That candidate already has an open Hello Recruiter assessment for this job. Cancel it on the activity and start again, or wait for the open interview to complete.
## Security & Data Handling
* **Least-privilege access** — the API key uses the minimum permission set; write access covers only assessment results, feedback, notes, and file uploads on candidates.
* **Encrypted at rest** — API keys and webhook secrets are encrypted before storage and never logged.
* **Verified webhooks** — every webhook delivery is verified with an HMAC signature before it's processed; unsigned or tampered payloads are rejected.
* **Tenant isolation** — all synced data is scoped to your organization and never shared across accounts.
* **Limited retention** — raw webhook payloads are automatically purged after a retention window.
* **Clean disconnect** — disconnecting Ashby from **Organization Settings → Integrations** removes the webhooks we registered; revoking the Ashby API key stops all reads and writes immediately.
**Questions about data handling?** See [Privacy & Data Retention](/legal/privacy-data-retention) for how Hello Recruiter stores and retains candidate data.
## Related Guides
# Greenhouse Integration — AI Interviews Inside Your Greenhouse Workflow
Source: https://docs.hellorecruiter.ai/companies/integrations/greenhouse
Connect Greenhouse to Hello Recruiter to trigger AI interviews from your pipeline and get fit scores, skill breakdowns, and reports back on the candidate profile.
**Who is this for?** Users with the **Administrator** role on **Enterprise** plans. Setup is coordinated with your account manager — no engineering work required on your side.
Connect Greenhouse once, and Hello Recruiter becomes a native part of your hiring pipeline. Candidates are interviewed by AI the moment they reach the right stage, and results land directly on their Greenhouse profile — no tab-switching, no manual data entry.
![Data flow between Greenhouse and Hello Recruiter]()
## What You Get
* **Automatic job import & AI interview setup** — your open Greenhouse jobs sync into Hello Recruiter automatically. Job descriptions are parsed, and evaluation criteria and interview questions are generated for each role — seeded from your own Greenhouse interview kits and candidate attributes when available, so our AI asks the questions your team already configured.
* **Real-time candidate sync** — new applications, candidate updates, and stage changes flow in via webhooks the moment they happen, with an automatic reconciliation sweep as a safety net.
* **Stage-triggered interviews** — move a candidate to your chosen stage in Greenhouse and they receive an AI interview invite automatically. No exports, no copy-pasting emails.
* **Greenhouse-native test sending** — add Hello Recruiter as a stage from your stage library and send interviews with Greenhouse's own **Send test to candidate** action. The status updates on its own once the candidate finishes.
* **Results inside Greenhouse** — the score, evaluation summary, per-skill breakdown, risk level, and hire recommendation render in the candidate's interview kit, with a **View Report** link to the full Hello Recruiter report. A completed scorecard is filed on the candidate automatically, and a summary note is added to their activity feed.
* **Interview plan mirroring (optional)** — mirror your Greenhouse interview stages and keep candidate positions in sync as they move through your pipeline (one-way, Greenhouse → Hello Recruiter).
## Connect Greenhouse to Hello Recruiter
Greenhouse integration is available on Enterprise plans. Reach out to your account manager or email **[support@hellorecruiter.ai](mailto:support@hellorecruiter.ai)** to enable it for your Greenhouse account.
A Greenhouse **Site Admin** approves access for Hello Recruiter. Nearly all permissions are read-only — the only write permissions let us post interview summary notes and file completed scorecards on candidates.
The moment the connection is authorized, Hello Recruiter registers its webhook subscriptions through the Greenhouse API — covering new applications, stage changes, candidate updates, hire/reject decisions, and job changes — each verified with a signing secret. There's nothing to configure in Dev Center.
We generate your **Greenhouse Assessment API key** and share it with you securely. Send it to your Greenhouse account manager (or Greenhouse support) and ask them to activate the **Hello Recruiter** assessment integration for your account.
The assessment API key is shown once and is unique to your organization — treat it like a password. If it's ever exposed, contact **[support@hellorecruiter.ai](mailto:support@hellorecruiter.ai)** and we'll rotate it immediately.
Once Greenhouse activates the integration, your open jobs are imported and made interview-ready automatically, and the **Hello Recruiter** stage becomes available in your Greenhouse stage library.
## Add the Hello Recruiter Stage to a Job
In Greenhouse, open the job and go to **Job Setup** → **Interview Plan**.
Click **Add stage**, choose **Add from library**, tick **Hello Recruiter**, and click **Add**.
Drag the stage anywhere in the interview plan — most teams place it right after application review or the recruiter screen.
![Greenhouse Add Stage dialog with Hello Recruiter selected from the library]()
**Rolling it out across jobs?** Use **Copy from another job** in the same dialog to reuse an interview plan that already includes the Hello Recruiter stage.
## Send a Test to a Candidate
Advance the candidate to the Hello Recruiter stage in their pipeline — one at a time or in bulk.
On the candidate's profile, the stage shows a **Submitted tests** panel reading "Test needs to be sent to candidate." Click **Send test to candidate**.
The interview invite email is sent by Hello Recruiter (not Greenhouse), and the candidate completes a live AI interview whenever suits them. The test status on the candidate updates automatically when they finish.
![Candidate pipeline showing the Hello Recruiter stage with the Send test to candidate link]()
**Prefer zero clicks?** We can trigger interviews automatically whenever a candidate enters a stage you choose — tell your account manager which stage, and skip the send step entirely.
## Review Results in the Interview Kit
When the interview completes, open the candidate and click **Go to interview kit** on the Hello Recruiter stage. The report renders directly in the kit:
* **Score** — the overall fit score out of 100.
* **Evaluation** — a narrative summary of the candidate's experience, strengths, and gaps.
* **Risk Level and Risk Score** — integrity signals from the interview session.
* **Hire Recommendation** — strong hire, hire, neutral, or no hire.
* **Per-skill scores** — each evaluated skill scored out of 10 with a sentence of evidence from the interview (for example, ".NET and C# Development — 10/10").
* **View Report** — one click to the full Hello Recruiter report with the transcript, recordings, and detailed scoring.
A completed **scorecard** — with the overall recommendation and key takeaways — is filed on the candidate automatically, and a summary note with the score, recommendation, and report link is posted to their activity feed, so results show up in the places your team already looks.
![Greenhouse interview kit showing the Hello Recruiter report with score, evaluation, risk level, hire recommendation, and per-skill scores]()
**Sharing with the hiring team?** Use Greenhouse's **Download kit as PDF** to hand the full report to anyone without a Greenhouse seat.
## What Appears in Greenhouse
| Result | Where your team sees it |
| - | - |
| Score (0–100), Evaluation, Risk Level, Risk Score, Hire Recommendation | The candidate's interview kit |
| Per-skill scores with interview evidence | The interview kit report |
| **View Report** link to the full report | The interview kit report |
| Completed scorecard with recommendation and key takeaways | The candidate's scorecards |
| Test sent/completed status | The candidate's **Submitted tests** panel |
| Summary note with score and report link | The candidate's activity feed |
Results typically appear within minutes of a candidate completing their interview. The full report — transcript, recordings, and detailed scoring — always remains one click away in Hello Recruiter.
## Security & Data Handling
* **Read-mostly access** — the connection reads jobs, candidates, and applications; its only write permissions are adding notes and filing scorecards.
* **Encrypted at rest** — credentials, webhook secrets, and API keys are encrypted before storage and never logged.
* **Verified webhooks** — every webhook delivery is verified with an HMAC signature before it's processed; unsigned or tampered payloads are rejected.
* **Tenant isolation** — all synced data is scoped to your organization and never shared across accounts.
* **Limited retention** — raw webhook payloads are automatically purged after a retention window.
**Questions about data handling?** See [Privacy & Data Retention](/legal/privacy-data-retention) for how Hello Recruiter stores and retains candidate data.
## Related Guides
# Integrations — Connect Hello Recruiter with Your Hiring Stack
Source: https://docs.hellorecruiter.ai/companies/integrations/overview
Integrate Hello Recruiter with your ATS, Slack, Microsoft Teams, and webhooks. ATS connectors available for enterprise plans.
Connect Hello Recruiter with the tools your team already uses to streamline your hiring workflow.
## Available Integrations
**Available for Enterprise**
Sync candidates, jobs, and interview results with your existing Applicant Tracking System. Supported ATS platforms include Greenhouse, Lever, Ashby, Workable, and BambooHR.
**Coming Soon**
Get real-time notifications in your Slack channels when candidates complete interviews, risk signals are detected, or new scorecards are ready for review.
**Coming Soon**
Receive interview updates and candidate alerts directly in Microsoft Teams. Share scorecards and collaborate on hiring decisions without leaving your workspace.
**Coming Soon**
Build custom integrations with webhook events. Subscribe to candidate, interview, and job lifecycle events and push data to any endpoint.
***
## ATS Connectors (Enterprise)
ATS connectors allow your Hello Recruiter account to sync bi-directionally with your Applicant Tracking System. This means candidates who apply through your ATS are automatically queued for AI interviews, and completed scorecards flow back into your ATS candidate profiles.
### Supported Platforms
| ATS Platform | Sync Direction | Status |
| - | - | - |
| [Greenhouse](/companies/integrations/greenhouse) | Bi-directional | Available |
| Lever | Bi-directional | Available |
| [Ashby](/companies/integrations/ashby) | Bi-directional | Available |
| Workable | One-way (to ATS) | Available |
| BambooHR | One-way (to ATS) | Available |
### How It Works
ATS integrations are available on Enterprise plans. Reach out to your account manager or email **[support@hellorecruiter.ai](mailto:support@hellorecruiter.ai)** to get started.
Your account manager will guide you through connecting your ATS using OAuth or API key authentication — no engineering work required.
Configure how Hello Recruiter fields (scores, risk signals, recommendations) map to your ATS's candidate profile fields.
Once connected, new candidates flow into Hello Recruiter automatically, and completed evaluations sync back to your ATS in real time.
**Enterprise customers:** ATS connectors include dedicated onboarding support, custom field mapping, and priority SLA. Contact **[support@hellorecruiter.ai](mailto:support@hellorecruiter.ai)** for pricing and setup.
***
## Slack (Coming Soon)
Stay on top of your hiring pipeline without leaving Slack. Planned features include:
* **Interview Completed** — Get notified when a candidate finishes their AI interview, with a link to the scorecard.
* **Risk Signal Alerts** — Immediate alerts when the system detects suspicious behavior.
* **Daily Digest** — A summary of new candidates, completed interviews, and pending reviews delivered to a channel of your choice.
* **Scorecard Sharing** — Share candidate scorecards directly in a Slack thread for team discussion.
**Want early access?** Email **[integrations@hellorecruiter.ai](mailto:integrations@hellorecruiter.ai)** to join the Slack integration beta waitlist.
***
## Microsoft Teams (Coming Soon)
For organizations that use Microsoft Teams as their primary collaboration tool, we're building native integration that mirrors our Slack capabilities:
* Real-time interview and candidate notifications
* Scorecard sharing in Teams channels
* Adaptive Cards with candidate summaries and quick actions
* Teams bot for checking interview status and candidate pipeline
***
## Webhooks (Coming Soon)
Webhooks will allow you to build custom integrations by subscribing to events from your Hello Recruiter account. Planned webhook events include:
| Event | Description |
| - | - |
| `candidate.created` | A new candidate is added to a job |
| `interview.completed` | A candidate finishes an AI interview |
| `interview.started` | A candidate begins an AI interview |
| `scorecard.ready` | An evaluation scorecard is generated |
| `risk_signal.detected` | A risk signal is flagged on an interview |
| `job.status_changed` | A job transitions between statuses (Draft, Active, Paused, Closed) |
Webhook payloads will be delivered as JSON over HTTPS with HMAC signature verification for security.
***
## Request an Integration
Don't see the integration you need? We'd love to hear from you.
## Related Guides
# ZipRecruiter Integration — Post Jobs and Screen Every Applicant with AI
Source: https://docs.hellorecruiter.ai/companies/integrations/ziprecruiter
Distribute Hello Recruiter jobs to ZipRecruiter, pull applications in automatically, and screen every applicant with an AI interview on arrival.
**Who is this for?** Users with the **Administrator** role on **Enterprise** plans. Setup is coordinated with your account manager — no engineering work required on your side.
ZipRecruiter is a job board integration — instead of syncing with an ATS, Hello Recruiter distributes your jobs to ZipRecruiter and turns every application into a screened, AI-interviewed candidate before your team ever opens a resume.
## What You Get
* **One-click job distribution** — publish a job in Hello Recruiter and it posts to ZipRecruiter automatically, with the description formatted for the board. Updates and closures sync out on their own.
* **Sponsored posting support** — run sponsored ZipRecruiter campaigns on your distributed jobs to boost applicant volume where you need it.
* **Applications flow straight in** — every ZipRecruiter applicant lands in your Hello Recruiter pipeline automatically, resume included. No manual re-entry, no separate inbox to check.
* **AI interview on arrival** — applicants are invited to an AI interview the moment they apply, so by the time your team looks at the pipeline, candidates arrive pre-screened with scores and reports.
* **Hiring status signals** — candidate progress is reported back to ZipRecruiter as applicants are received, assessed, and interviewed, keeping your board reporting accurate and improving future candidate matching.
## How It Works
We link your ZipRecruiter employer account to your Hello Recruiter organization during onboarding.
Jobs you choose to distribute are posted to ZipRecruiter automatically and kept up to date as you edit or close them.
Each application flows into your pipeline, and the candidate is invited to an AI interview right away.
Your team reviews candidates in Hello Recruiter with fit scores, skill breakdowns, and full interview reports already attached — while ZipRecruiter receives status updates automatically.
ZipRecruiter is a one-way distribution channel with status reporting — scores and reports live in Hello Recruiter, since job boards don't have candidate profiles to write back to. If you also run an ATS, pair this with the [Greenhouse](/companies/integrations/greenhouse) or [Ashby](/companies/integrations/ashby) integration for full write-back.
## Setting Up
ZipRecruiter integration is available on Enterprise plans. Reach out to your account manager or email **[support@hellorecruiter.ai](mailto:support@hellorecruiter.ai)** to get started.
We coordinate the connection with your ZipRecruiter employer account — including sponsorship settings if you run sponsored campaigns.
Pick the jobs you want on ZipRecruiter, and Hello Recruiter handles posting, updates, and applicant intake from there.
**Screen everyone, review the best.** High-volume boards can generate hundreds of applications per role. With AI interviews on arrival, your team spends its time on the candidates who already demonstrated the skills — not on the resume pile.
## Security & Data Handling
* **Encrypted at rest** — credentials and webhook secrets are encrypted before storage and never logged.
* **Verified deliveries** — incoming application webhooks are authenticated before they're processed.
* **Tenant isolation** — all jobs, applications, and candidate data are scoped to your organization.
* **Limited retention** — raw webhook payloads are automatically purged after a retention window.
## Related Guides
# AI-Assisted Coding for Take-Home Assessments
Source: https://docs.hellorecruiter.ai/companies/jobs/ai-assisted-coding
Give candidates a provided AI coding assistant during their take-home assessment, and review how they worked with it — not just their final code.
**Who is this for?** Users with **Administrator** and **Recruiter** roles.
AI-Assisted Coding is an add-on to the [Take-Home Assessment](/companies/jobs/take-home-assessment) round — it's sometimes called **"vibe coding"** informally, if you've heard that term. Instead of candidates working entirely on their own, they're given an AI coding assistant, and the AI evaluates how they worked with it, not just the code they ended up with.
Curious what the setup looks like from the candidate's side? The [candidate guide](/candidates-guide/ai-assisted-coding) has its own walkthrough video and the full setup instructions.
## Enabling It
If available on your account, you'll see an **AI-Assisted Coding** toggle on the take-home round settings (see [Adding a Take-Home Round](/companies/jobs/take-home-assessment#adding-a-take-home-round)). Turning this on means:
* The candidate is given a provided AI coding assistant, instead of working entirely on their own
* Their AI conversation is recorded alongside their submitted files
* You get insight into **how** they used AI to solve the problem, not just the code they ended up with
* Each candidate gets a default AI usage budget
![AI-assisted coding toggle]()
**When to use it.** AI-assisted coding is best for technical/engineering roles, where a candidate's real-world workflow with AI tools is part of the job. It's not intended for non-technical roles.
If you don't see this toggle, it hasn't been turned on for your account yet — contact your Hello Recruiter representative if you'd like it enabled.
## How It Changes the Rubric
When this mode is on, the AI's auto-generated rubric (see [Shaping the Evaluation Rubric](/companies/jobs/take-home-assessment#shaping-the-evaluation-rubric)) adds a category covering how the candidate worked with the assistant, alongside your job's usual criteria:
![Take-home evaluation rubric categories including Working with AI]()
## What the Candidate Sets Up
Candidates choose between an **automatic setup** (one command installs the assistant, their AI credential, and the problem statement) or a **manual setup** if they'd rather not run a script — both are covered in detail in the [candidate guide](/candidates-guide/ai-assisted-coding). You don't need to walk them through it; their assignment page includes the full walkthrough and the video above.
## Reviewing an AI-Assisted Submission
Once a candidate submits, open their profile and go to the **Interview** tab for the take-home round. Alongside the problem statement and submitted files, you'll see a **Prompting Session** — a transcript of the candidate's conversation with the AI assistant, including each turn, tool calls, model switches, and a timeline of the session.
![Assessment analysis view with prompting session]()
## Understanding the Results
For AI-assisted submissions, the AI evaluates the candidate across two things:
1. **Their code** — same as a standard take-home: does it solve the problem, does it meet the requirements, is it well-built
2. **How they worked with AI** — shown alongside the candidate's other skill proficiencies on the **Overview** tab: how clearly they directed the assistant and how well they checked and corrected its output, rather than accepting everything it produced
You'll also see the same requirement match, risks and concerns, and skill proficiencies sections shared by every interview round type.
Risk signals raised during an AI-assisted take-home (like flagged prompt-injection or policy-violating content in a submission) don't reject a candidate automatically — review the evidence and use your judgment, the same as any other round. See [Risk Signals](/companies/candidates/risk-signals).
## Related Guides
# AI-Powered Job Description Generator — Write Better Job Posts
Source: https://docs.hellorecruiter.ai/companies/jobs/ai-job-descriptions
Generate compelling, bias-free job descriptions in seconds with Hello Recruiter's AI. Improve existing postings or create from scratch.
Hello Recruiter's AI Job Description Generator creates optimized, bias-free job postings in seconds.
## Generating a New Description
When creating a new job, you can use the AI to generate a complete job description from scratch.
Navigate to **Jobs** and click **Create New Job**. Fill in the basic role details (title, department, seniority).
In Step 2 of the job creation process, click **Complete Job Description** to let the AI generate a comprehensive posting.
The AI produces a full description. Review it, adjust any company-specific details, and refine the tone to match your brand.
![AI-Generated Job Description]()
The AI produces descriptions that are optimized for search engines and use inclusive language to attract diverse candidates.
## Improving an Existing Description
Already have a job description? Paste it in and use AI to enhance it:
1. Paste your existing description into the **Job Description** field
2. Click **AI Assistant** to refine clarity, remove biased language, improve structure, and optimize for candidate engagement
The AI will suggest improvements while preserving your original intent and company voice.
## What the AI Optimizes
| Area | What It Does |
| - | - |
| **Inclusive language** | Removes gendered, ageist, or exclusionary phrasing that can discourage qualified candidates from applying |
| **Clarity & structure** | Organizes responsibilities, requirements, and benefits into clear, scannable sections |
| **SEO optimization** | Includes relevant keywords so your posting ranks higher on job boards and search engines |
| **Tone consistency** | Maintains a professional yet approachable voice that reflects well on your employer brand |
| **Requirement calibration** | Flags unrealistic requirement combinations (e.g., entry-level salary with senior-level expectations) |
## Tips for Better AI Output
The more context you give the AI, the better the output. Here's what to include:
**Be specific about the role.** Instead of just "Software Engineer," provide context like: "Backend engineer on a 6-person payments team, building microservices in Go, reporting to the VP of Engineering." The AI uses this to generate a much more tailored description.
**Include your differentiators.** Tell the AI what makes this role unique — remote-first culture, equity compensation, the specific product they'll be building, or growth opportunities. Generic descriptions attract generic applicants.
**Always review AI-generated content before publishing.** While the AI produces high-quality descriptions, you should verify that technical requirements, compensation ranges, and company-specific details are accurate. The AI may not know your exact tech stack or benefit details.
## Related Guides
# Custom Application Forms
Source: https://docs.hellorecruiter.ai/companies/jobs/application-forms
Build the application form candidates fill in for each job, reuse question sets as templates, and filter your candidates by their answers.
**Who is this for?** Users with **Administrator** and **Recruiter** roles.
Every job has its own application form: the questions a candidate answers when they click **Apply Now**. You choose the questions, the order, and which are required. The answers give you a quick first screen. Candidates who don't meet a hard requirement ("5+ years of experience", "can work onsite") tend to rule themselves out, and you can filter the rest by exactly what they answered.
**Video walkthrough coming soon.** A short video of building and publishing an application form will appear here.
## How Forms Fit Together
* **Form templates** live in your organization settings. They're reusable question sets.
* **One template is the default for new jobs.** Every new job starts with a copy of it.
* **Each job then has a form of its own.** You edit it on the job's **Forms** tab. Editing a template, or changing which one is the default, never changes a job that already has its copy.
## Form Templates
Go to **Settings** → **Form Templates**. The template marked **Default for new jobs** is the one every new job starts from.
![Form Templates page listing templates, with the default template marked]()
* Click **Create New Form Template** to start a new question set.
* Use a template's **⋮** menu to **Edit questions**, **Rename**, **Make default for new jobs**, or **Delete** it.
Templates are never shown to candidates directly, so they have no publish step. Your edits are saved as you go and are used the next time a job copies the template.
Keep one template per kind of role, for example "Engineering", "Sales", and "Hourly / onsite". Make the one you use most the default.
## Editing a Job's Form
Open the job and go to its **Forms** tab. The form in the middle is exactly what candidates see. The panel on the right holds every question you can add.
![Job Forms tab showing the application form, the field palette, and suggested fields]()
Drag a field from **Drag & drop fields** onto the form, or click it to add it. **Suggested fields** are common questions that are already written for you.
Hover over a question and click the pencil to change its label, make it required, or open **More options**. Drag the handle on the left to reorder.
Switch from **Fields** to **Preview** to see the form as a candidate will.
Click **Publish**. Candidates only see your changes once you do.
![Edit field dialog with Label, Type, Required, and More options]()
### Field Types
| Field | Use it for |
| - | - |
| **Section** | A heading that splits a long form into parts. It asks nothing. |
| **Short text** / **Long text** | A one-line answer, or a paragraph |
| **Email** / **Phone** / **Link** | Contact details and URLs, checked for the right format |
| **Dropdown** / **One choice** | Pick exactly one option, from a list or from buttons |
| **Many choices** | Tick every option that applies |
| **Number** | Years of experience, notice period in weeks, and so on. You can set the smallest and largest allowed value |
| **Date** / **Date range** | A start date or availability window. You can set the earliest and latest date, or rule out past dates |
| **File** | An upload, such as a portfolio or cover letter. You can set how many files, the largest size, and the file types |
A form can ask up to **50** questions.
**Suggested fields** include cover letter, city, portfolio or GitHub, earliest start date, years of experience, current company, notice period, expected salary, work preference (remote, hybrid, onsite), willingness to relocate, how they heard about you, and gender.
### Questions Every Form Asks
A few questions feed the candidate's profile, so they behave a little differently:
| Question | Rule |
| - | - |
| **Full name** | Always asked and always required. Can't be removed. |
| **Email address** | Always asked and always required. Can't be removed. |
| **Phone number** | Becomes the phone number on the candidate's profile. It's required automatically for a job that interviews candidates by phone. |
| **Share your resume** | Asked as required by default. Accepts PDF or Word, up to 10 MB. |
| **LinkedIn profile** | Becomes the LinkedIn link on the candidate's profile. Optional by default. |
If you rely on AI resume screening for this job, keep the resume required so every candidate is screened on the same information.
## Drafts, Publishing, and Past Applications
Your edits save automatically as a **Draft**. Saved isn't the same as published: candidates keep seeing the version you last published until you click **Publish**, and the form then shows as **Live**.
* **Applications already sent keep the questions they were asked.** Publishing a new version never rewrites an earlier candidate's answers.
* **Once candidates have answered a question, its type is settled.** To ask something different, delete it and add a new question.
* **Start from a template** (in the builder's **⋮** menu) replaces this job's questions with a copy of a template. The copy arrives as a draft, so nothing changes for candidates until you publish.
* **Discard changes** throws away your unpublished edits and goes back to the questions candidates are already being asked.
## Filtering Candidates by Their Answers
On the job's candidate list, click **Filters**, then **Add more filters**. Every question from your form is listed under **Application Form**.
![Candidate filters panel with the Application Form questions listed under Add more filters]()
| Question type | How you filter |
| - | - |
| **Dropdown**, **One choice**, **Many choices** | Answer is **Any of** or **None of** the options you pick |
| **Short text**, **Long text**, **Email**, **Phone**, **Link** | Answer contains the text you type |
| **Number** | A **Min** and/or **Max** |
| **Date**, **Date range** | A **From** and/or **To** date |
**Section** and **File** questions can't be filtered on. A question you've since removed from the form is still listed, marked **No longer asked**, so you can filter older applications by it.
Filters work best on choice and number questions, where every candidate answers in the same shape. A text filter only finds answers that contain the words you type, so ask "Years of experience" as a **Number** rather than **Short text** if you plan to filter on it.
## Seeing a Candidate's Answers
Open the candidate's profile and go to the **Profile** tab. **Application answers** lists every question in the order it was asked, worded exactly as the candidate saw it. Uploaded files open right there. Questions they skipped show as *Not answered*.
## What Candidates See
Candidates see your questions in your order, with required ones marked, followed by the consent checkboxes and **Submit Application**.
![Public application page showing the custom form fields]()
See [Applying for a Job](/candidates-guide/applying-for-a-job) for the candidate's side.
## Related Guides
# How to Create a Job Posting with AI-Powered Interviews
Source: https://docs.hellorecruiter.ai/companies/jobs/creating-a-job
Step-by-step guide to creating a new job in Hello Recruiter — add role details, set evaluation criteria, and publish with AI interviews enabled.
Follow these steps to get your new job opening live and start sourcing candidates.
**Who is this for?** Users with **Administrator** and **Recruiter** roles.
## Step-by-Step Instructions
From your main dashboard, go to the **Jobs** section in the left-hand menu.
Click the **+ Create New Job** button at the top of the page.
Enter the **Role Name** (e.g., "Senior Software Engineer") and select the **Country** and **Location**.
![Create Job Step 1]()
You have two options:
* **Complete Job Description:** Click **Complete Job Description**, and the AI will create a comprehensive, optimized job description for you.
* **Manual Entry:** Copy and paste your existing description directly into the **Job Description** text box.
![Create Job Step 2]()
Define the criteria the AI will use to evaluate candidates. This includes skills, experience, and other qualifications.
![Create Job Step 3]()
Review all details, then **change the status from Draft to Active**. Your job will be live on your company's career page.
## Pro Tips
**Leverage the AI Generator.** We highly recommend using **Complete Job Description** for your job description. It uses inclusive language and SEO best practices to attract a more diverse and qualified pool of applicants.
**Double-check the hiring team.** Ensure the correct Recruiter and Hiring Manager are assigned. This is crucial for sending candidate notifications and maintaining a smooth workflow.
## Related Articles
# How to Edit or Close a Job Posting in Hello Recruiter
Source: https://docs.hellorecruiter.ai/companies/jobs/editing-or-closing
Update a live job listing or close a filled role in Hello Recruiter. Changes auto-save, and closing preserves all candidate data.
**Who is this for?** Users with **Administrator** and **Recruiter** roles.
## Editing a Job
You can update the details of any job that is currently in **Draft** or **Active** status.
Go to the **Jobs** section from the left-hand menu and find the job you want to edit.
Click the **View Job** button to open the job details page.
Click the **Edit** button to modify the **Job Description**. Other fields like **Experience**, **Salary**, **Skills**, and **Location** can be edited directly on the job details page.
All edits are saved in real time — there's no "Save" button to click. Navigate away when you're done.
![Editing a Job]()
### What You Can Edit on an Active Job
| Field | Editable? | Notes |
| - | - | - |
| Job title | Yes | Updates immediately on your career page |
| Job description | Yes | Click "Edit" to open the editor |
| Salary range | Yes | Updated on career page |
| Experience level | Yes | Affects how AI evaluates candidates |
| Required skills | Yes | Updates evaluation criteria |
| Location / remote | Yes | Updated on career page |
| Evaluation criteria | Yes | Applies to future interviews only — existing scorecards are unchanged |
| Interview agenda | Yes | Applies to future interviews only |
**Changes only affect future candidates.** If you update evaluation criteria or the interview agenda, candidates who have already interviewed won't be re-evaluated. Their original scorecards remain intact.
## Closing a Job
When a position is filled or you've decided to pause hiring:
Navigate to the **Jobs** section from the left-hand menu.
Click the **status dropdown** (currently showing "Active") and select **Closed**.
The job is removed from your public career page and moved to the **Closed** tab in your dashboard.
### What Happens When You Close a Job
* The job is **removed from your career page** — candidates can no longer find or apply to it
* **Pending interviews expire** — candidates who haven't started their interview will no longer be able to
* **All existing data is preserved** — candidate profiles, scorecards, interview recordings, and risk signals remain accessible in your dashboard
* **You can re-open it later** — change the status back to Active if you need to resume hiring for the same role
**Closing is not deleting.** Closing a job is reversible and preserves all data. You cannot permanently delete a job — this is by design, to protect candidate data and maintain your hiring audit trail.
## When to Edit vs. Create New
| Scenario | Recommendation |
| - | - |
| Fixing a typo in the description | Edit the existing job |
| Updating the salary range | Edit the existing job |
| Refining evaluation criteria after initial interviews | Edit the existing job |
| The role's core responsibilities changed significantly | Close and create a new job |
| Different seniority level than originally posted | Close and create a new job |
| Different department or team | Close and create a new job |
**When in doubt, create new.** If the role has changed enough that existing candidates might not be a fit for the updated version, it's fairer to close the old job and start fresh. This ensures every candidate is evaluated against the same criteria.
## Related Guides
# Setting Up Evaluation Criteria for AI Candidate Scoring
Source: https://docs.hellorecruiter.ai/companies/jobs/evaluation-criteria
Define skills, experience, and cultural fit criteria with custom weightages so Hello Recruiter's AI scores candidates accurately and fairly.
**Who is this for?** Users with **Administrator** and **Recruiter** roles.
Evaluation criteria are the foundation of how Hello Recruiter's AI assesses candidates. Well-defined criteria lead to more accurate, fair, and consistent evaluations.
![Evaluation Criteria]()
## Setting Up Criteria
When creating a job, you'll define criteria in Step 3 of the job creation process. You can define criteria across key areas:
* **Technical skills** — Specific knowledge or abilities required for the role
* **Experience** — Relevant background and years of expertise
* **Soft skills** — Communication, leadership, problem-solving
* **Cultural fit** — Alignment with company values and team dynamics
## Setting Weightages
Not all criteria are equally important. Assign **weightages** to prioritize what matters most:
* Higher-weighted criteria have a greater impact on the overall candidate score
* This helps surface candidates who excel in the areas you care about most
* The total of all weightages should equal 100%
## Providing Guidance to the AI Evaluator
Help the AI make better assessments by supplying:
* **Context** about what "good" looks like for each criterion
* **Examples** of ideal responses or experiences
* **Red flags** that should lower scores
**Write measurable criteria.** Instead of "Good communicator," try "Can explain complex technical concepts clearly to non-technical stakeholders." Specific criteria lead to more accurate evaluations.
## Related Guides
# Configuring the AI Interview Agenda & Structure
Source: https://docs.hellorecruiter.ai/companies/jobs/interview-agenda
Set up your AI interview agenda — define topics, follow-up depth, and duration to match each role's complexity and requirements.
**Who is this for?** Users with **Administrator** and **Recruiter** roles.
Each job can have its AI interview configured to match the role's specific needs.
![Interview agenda configuration]()
## Configuring the AI Interview
When setting up a job, you can enable and configure the AI-led interview:
* **Enable/disable** the AI interview for each job
* Define the **interview agenda** — topics the AI should cover
* Set **follow-up depth** — how deeply the AI probes on each topic
## Setting the Interview Agenda
Structure your interview around key topics:
* **Role understanding** — Does the candidate understand what the job entails?
* **Skills assessment** — Evaluating technical and soft skills
* **Experience discussion** — Exploring relevant background
* **Expectations alignment** — Salary, availability, work style
## Interview Duration
| Role Complexity | Recommended Duration | Typical Questions |
| - | - | - |
| Entry-level | 10–15 minutes | 5–8 questions |
| Mid-level | 15–25 minutes | 8–12 questions |
| Senior / Leadership | 25–35 minutes | 12–18 questions |
**Balance depth with candidate experience.** Longer interviews yield more data, but overly long sessions can lead to candidate drop-off. Find the sweet spot for each role level.
## Related Guides
# Job Lifecycle & Statuses — Draft, Active, Paused, and Closed
Source: https://docs.hellorecruiter.ai/companies/jobs/job-lifecycle
Understand how jobs move through Draft, Active, Paused, and Closed statuses in Hello Recruiter and when candidates can apply.
Every job in Hello Recruiter follows a lifecycle from creation to closure.
## Job Statuses
| Status | What It Means | Candidate Impact |
| - | - | - |
| **Draft** | Job is being configured, not visible to candidates | No applications accepted |
| **Active** | Job is live and accepting applications | Candidates can apply and interview |
| **Paused** | Job is temporarily on hold, hidden from career page | No new applications accepted; in-progress interviews can still be completed |
| **Closed** | Hiring complete, job archived | Removed from career page |
![Job Status Dropdown]()
## Publishing and Sharing
When you change a job's status to **Active**:
* It becomes visible on your company's career page
* A unique job URL is generated that you can share anywhere
* Candidates can begin applying and completing AI interviews
## Pausing a Job
When you need to temporarily stop accepting new applicants without closing the role entirely:
* The job is **hidden from your career page** — no new candidates can find or apply to it
* **In-progress interviews continue** — candidates who have already received an invitation can still complete their interview
* **All existing data is preserved** — scorecards, candidate profiles, and pipeline status remain unchanged
* You can **resume the job at any time** by switching the status back to Active
**When to pause vs. close.** Pause when you expect to resume hiring soon — for example, if you're catching up on a backlog of candidates, waiting on budget approval, or the hiring manager is on leave. Close when the role is filled or you've decided not to hire for it.
## Closing a Job
When you're done hiring for a role:
* The job is removed from your public career page
* Candidates can no longer apply
* Pending interview invitations expire
* All candidate data, evaluations, and insights are archived and remain accessible
**Keep your career page tidy.** Promptly close or pause jobs that aren't actively hiring. This creates a better experience for job seekers and ensures your active listings are always accurate.
## Status Transitions
Not all status changes are available from every state. Here's what you can do from each:
| From | Can Change To |
| - | - |
| **Draft** | Active |
| **Active** | Paused, Closed |
| **Paused** | Active, Closed |
| **Closed** | Active (re-open) |
**Re-opening a closed job** brings it back to Active status and makes it visible on your career page again. All previous candidate data is still attached. New candidates can apply alongside the existing pipeline.
## Related Guides
# Setting Up a Take-Home Assessment
Source: https://docs.hellorecruiter.ai/companies/jobs/take-home-assessment
Add an AI-evaluated take-home coding assessment to a job, steer its focus and rubric, and review what candidates submit.
**Who is this for?** Users with **Administrator** and **Recruiter** roles.
A take-home assessment is a coding task a candidate completes on their own time, before an interview. The AI writes each candidate's problem statement, evaluates their submission once they upload it, and builds a scorecard for you to review — you don't grade anything by hand.
Want candidates to solve the problem with a provided AI coding assistant instead of entirely on their own? See [AI-Assisted Coding](/companies/jobs/ai-assisted-coding) — an optional add-on to the round described below, with a video walkthrough of the feature.
Want to hear candidates explain their work? Add a [Follow-Up Call](/companies/jobs/take-home-follow-up-call): a short live call after they submit, where the AI interviewer walks through their submission and updates the scorecard.
![Take-home assessment round setup]()
## Adding a Take-Home Round
From the job's interview workflow, add a new round.
Select the take-home assessment round type.
Configure the **deadline** and **Interview Guidance Mode**. If [AI-Assisted Coding](/companies/jobs/ai-assisted-coding) is available on your account, you'll also see its toggle here.
![Take-home round settings showing the deadline note]()
The deadline is currently fixed at **5 days** and isn't configurable per job. Resending an invitation resets it to a fresh 5-day window — it doesn't preserve the original one.
## Auto vs Guided Mode
Every take-home round has an **Interview Guidance Mode** with two options.
### Auto
Leave this on and the AI builds the whole assessment for you — it writes the problem statement and the evaluation rubric directly from the job description and the evaluation criteria you've already set up. No extra input needed.
![Auto guidance mode]()
### Guided
Switch to Guided and a free-text box appears for direction. Whatever you type becomes the AI's top-priority instruction — it reshapes the scenario, the rubric, and what the candidate is asked to submit.
![Guided guidance mode]()
A few things worth keeping in mind when you write guidance:
* Call out the specific skill you care about most for the role, not just the general subject area
* Add any expectations that go beyond "does it run," if they matter for this role
* Reinforce seniority expectations if you want a different bar than what the AI infers from the job posting
Your guidance text is the strongest input into both the scenario and the rubric — stronger than the job description, which the AI only uses as background context.
## Every Candidate Gets a Unique Problem
* **Every candidate gets a different problem.** The AI writes a fresh scenario for each candidate applying to the same job, so candidates can't share or look up each other's answers.
* **But the bar stays the same for everyone.** The difficulty, the rubric, and what candidates need to submit stay identical across candidates for the same job — only the scenario or story around the problem changes.
## Shaping the Evaluation Rubric
The AI automatically builds an evaluation rubric for the take-home — you never have to write one from scratch. It's grouped into a small set of candidate-facing categories, generated from your evaluation criteria and your Guided-mode text.
There's no separate screen where you hand-edit these rubric groups directly. Instead, you shape the rubric in two ways:
1. **Your Guided-mode text** is the strongest lever — it shifts what the whole rubric weighs most heavily.
2. **Per-criterion instructions on the job's Evaluation tab.** Each criterion has its own free-text field, **"Guidance for Hello AI,"** treated as a strict, must-follow instruction when scoring that specific criterion. See [Evaluation Criteria](/companies/jobs/evaluation-criteria) for more on setting these up.
## What the Candidate Experiences
Candidates get an email invitation with a link, a deadline, and instructions — you don't need to walk them through it. They read the problem statement, solve it on their own machine, and upload a ZIP of their work.
See the [Take-Home Assessment](/candidates-guide/take-home-assessment) candidate guide for the full walkthrough.
## Reviewing a Submission
Once a candidate submits, open their profile and go to the **Interview** tab for the take-home round. You'll see an **Assessment Analysis** section with:
* **Problem Statement** — the task the candidate was given
* **Submission Files** — their submitted files, with AI-highlighted evidence pinned to relevant code
![Assessment analysis view of submission files]()
You'll also see the same requirement match, risks and concerns, and skill proficiencies sections shared by every interview round type, on the candidate's **Overview** tab.
If a candidate includes audio or video in their submission (a recorded pitch, for example), it's stored and viewable on their profile, but the AI doesn't analyze its content — only what's in their written files factors into the score.
## Related Guides
# Take-Home Follow-Up Call
Source: https://docs.hellorecruiter.ai/companies/jobs/take-home-follow-up-call
Add a short live call after a take-home assessment, where the AI interviewer walks the candidate through the work they submitted and updates the scorecard with what they explain.
**Who is this for?** Users with **Administrator** and **Recruiter** roles.
A follow-up call is a short live conversation that happens after a candidate submits their [take-home assessment](/companies/jobs/take-home-assessment). Nix, the AI interviewer, opens the files the candidate sent and asks them to explain a few of the choices they made. What they explain updates that round's scorecard, so you can tell whether the candidate understands and stands behind the work they handed in.
**Video walkthrough coming soon.** A short video of the follow-up call from the recruiter's side will appear here.
## At a Glance
| | |
| - | - |
| **Length** | About 20 minutes |
| **Interviewer** | Nix, the same AI interviewer that runs your take-home round |
| **What it covers** | Only the work the candidate submitted — there's nothing new for them to prepare |
| **Format** | Camera on, no screen share. The candidate's files are open on the interviewer's side |
| **Effect on the score** | Updates the take-home scorecard, up or down, based on what the candidate explains |
| **If they skip or miss it** | Nothing is held against them. Their submission is still reviewed and keeps the score it earned |
## Turning On the Follow-Up Call
Go to the job's **Workflow** tab and click your take-home round to open its settings.
Scroll down to the **Enable follow-up call** card and turn it on.
Click **Save Changes**.
![Take-home round settings with the Enable follow-up call switch turned on]()
Once it's on, the call appears in your workflow as its own step, **Take-home follow-up call**, attached directly under the take-home round.
![Workflow showing the Take-home follow-up call step attached under the take-home round]()
## Choosing Who Gets a Call
Click the **Take-home follow-up call** step to open its settings. Under **Who gets a call**, pick one of two options:
| Option | What happens |
| - | - |
| **Everyone who submits** | The call is ready the moment a candidate uploads their assignment. They start it right away from their assignment page. This is the default. |
| **Only the candidates you pick** | Nobody is called until you ask. You request a call for specific candidates after reviewing their submission, and they're emailed the link. |
![Follow-up call step settings showing the Nix interviewer and the two Who gets a call options]()
**Everyone who submits** gives you a call for every candidate with no extra work. **Only the candidates you pick** suits high-volume roles, where you'd rather spend calls on the submissions you're seriously considering.
The call's length is fixed at about 20 minutes. It also has the same **Enable Video Insights** switch as your other AI interview rounds.
## Steering What the Call Covers
The call works out of the box: Nix reads the assignment, the files the candidate submitted, and their take-home scorecard, and picks the parts worth talking through. If you want it to dig into something specific, open the call step's **Interview Guidance** tab and switch to **Guided**. Whatever you write under **Focus Areas & Context** becomes Nix's brief for the call.
![Interview Guidance tab for the follow-up call set to Guided, with the Focus Areas and Context box]()
Good things to put in your guidance:
* The design decision or trade-off you most want the candidate to defend
* Parts of the brief that were easy to skip, to check whether they skipped them on purpose
* How deep to go technically for this role's seniority
## Requesting a Call
With **Only the candidates you pick**, you start each call yourself. You can also use this to give a candidate another chance if they missed or skipped their call.
Open the candidate's profile, or tick one or more candidates on the job's candidate list or Kanban board. Pick them one by one: a whole-stage "select all" can't be used to request calls.
Open the **Interview Invite** menu. Under your take-home round, choose **\[round name] - follow-up call**.
In the **Request follow-up call** dialog, click **Request call**. Choose **Move & request call** instead to also move the candidate into the follow-up call step.
![Interview Invite menu showing the follow-up call option under the take-home round]()
The candidate is emailed a link and has **48 hours** to start the call. Because it has to start before that window closes, it works best when you know they're around.
If the option is greyed out, the menu tells you why. Common reasons:
| Reason shown | What it means |
| - | - |
| *Their take-home is not reviewed yet* | The submission is still being evaluated. Try again once its scorecard is ready. |
| *A call is already waiting for them* | They already have a call they haven't started. |
| *Their call is still being written up* | The call just ended and its analysis is on its way. |
| *A call has already been held* | They've had their call. Each submission gets one completed call. |
## Timing
| | Everyone who submits | Only the candidates you pick |
| - | - | - |
| **When the call opens** | The moment the candidate uploads | When you request it |
| **How the candidate hears about it** | On their assignment page, right after uploading | By email, with a link |
| **Time to start the call** | 30 minutes | 48 hours |
![Candidate assignment page with the follow-up call ready to join]()
While the call is waiting, the submission shows as **Awaiting follow-up call** on the candidate's profile. If the candidate doesn't start the call in time, it's marked as not taken and the submission keeps the score it already earned. It can take up to about an hour after the window closes for the status to update.
## Reviewing the Call
Open the candidate's profile, go to the **Evaluation** tab, pick the take-home round from the dropdown, and switch to **Interview**. Below the submission is a **Follow-up call** section with:
* **Recording** and **Transcript** buttons for the full call
* **Question-by-Question Analysis**: each question Nix asked, with a timestamp, the candidate's answer, and AI insights
![Follow-up call section on the take-home evaluation, with Recording, Transcript, and a question-by-question list]()
The take-home scorecard itself (requirement match, proficiency signals, risks and concerns) is updated with what the call settled. A candidate who clearly explains strong decisions can move up. One who can't explain their own submission can move down.
Before the call is finished, the section tells you where things stand:
| Message | Meaning |
| - | - |
| *The candidate has not taken this call yet...* | The call is on offer but hasn't started. |
| *This call is still under way...* | The call is happening now, or has just ended and is being analyzed. |
| *The candidate chose not to take this call...* | They chose to skip it. |
## Fair to Every Candidate
* **Skipping or missing the call never counts against a candidate.** Their submission is reviewed either way and keeps the score it earned.
* **The call never rejects anyone on its own.** It adds evidence to the scorecard; the hiring decision stays with you.
* **Candidates know in advance.** With **Everyone who submits**, the assignment page tells them before they upload that a short call follows. With **Only the candidates you pick**, it tells them a call may be requested.
* **Gaming the call ends it.** If a candidate keeps trying to manipulate the interviewer, is abusive, or submitted files with hidden text written to trick the AI, the call ends early. One curious question doesn't trigger this — only repeated attempts do.
The follow-up call works for any kind of take-home, not only code. Documents, slide decks, images, and data files are all opened on the call the same way source files are.
## Related Guides
# AI Knowledge Base — Train Your AI Interviewer
Source: https://docs.hellorecruiter.ai/companies/settings/ai-knowledge-base
Add company info, culture, tech stack, and role context to Hello Recruiter's AI Knowledge Base for smarter, more relevant interviews.
**Who is this for?** Users with **Administrator** or **Account Owner** roles.
The AI Knowledge Base allows you to provide Hello Recruiter's AI with context about your company, culture, products, and processes — so it can ask more relevant questions and evaluate candidates more accurately.
![AI Knowledge Base]()
## What to Include
Provide information that helps the AI understand your organization:
* **Company overview** — What you do, your mission, market position
* **Culture and values** — What matters to your team
* **Products and services** — Key offerings the candidate should understand
* **Technical stack** — Technologies your team uses (for technical roles)
* **Common interview topics** — Specific areas you always want explored
## Adding Knowledge
Go to **Settings** → **AI System** → **AI Knowledge Base**.
Click the **+ Add Knowledge** button to open the upload dialog.
You can add knowledge by uploading documents, adding website links, or creating Q\&A pairs.
Click **Save** — the AI will incorporate this context in all future interviews.
## How It's Used
The AI uses your knowledge base to:
* Ask **contextual follow-up questions** related to your specific domain
* **Evaluate responses** against your company's actual needs
* Provide **richer scorecards** with company-specific insights
**Keep it updated.** As your company evolves — new products, changed tech stack, updated values — refresh the knowledge base so the AI stays current.
## Related Guides
# AI Persona Settings — Customize Your Interviewer's Voice
Source: https://docs.hellorecruiter.ai/companies/settings/ai-persona
Configure your AI interviewer's name, voice, and accent to match your company's brand and create a welcoming candidate experience.
**Who is this for?** Users with **Administrator** or **Account Owner** roles.
Your AI interviewer's persona shapes the candidate experience. Configure it to match your company's tone and interview style.
![AI Persona settings]()
## Persona Options
* **Agent Name** — Give your AI interviewer a name that candidates will see.
* **Voice & Accent** — Choose from a variety of voice options to match your brand and audience.
## Configuring Your Persona
Go to **Settings** → **AI System** → **AI Persona**.
Enter a name for your AI interviewer. This is what candidates will see during the interview.
Select a **Voice & Accent** from the dropdown menu that matches your brand.
Click **Save** to apply the new persona to all future interviews.
## Best Practices
**Match your brand voice.** If your company culture is casual and startup-y, use a friendly, conversational tone. If you're in finance or law, a more professional tone may be appropriate.
**Test it yourself.** After configuring, run a test interview to experience what candidates will see. Small tweaks to the intro message and tone can significantly impact candidate comfort.
## Related Guides
# Customize Company Branding — Logo, Name & Career Page
Source: https://docs.hellorecruiter.ai/companies/settings/company-branding
Upload your company logo, set your name, and customize your Hello Recruiter career page URL for a consistent employer brand.
**Who is this for?** Users with **Administrator** or **Account Owner** roles.
Make your career page and candidate communications feel authentically yours with Hello Recruiter's branding settings.
![Organization branding settings]()
## What You Can Customize
* **Company Logo** — Displayed on your career page and in candidate emails
* **Company Name** — Your organization's display name across the platform
* **Career Page URL** — Your custom slug (e.g., `jobs.yourcompany.com`)
## How to Update Branding
Navigate to **Settings** from the main sidebar.
Click **Basic Info** in the settings menu.
Click the logo upload area and select a high-resolution image. Recommended: PNG or SVG, at least 200x200 pixels.
Enter a custom slug for your public careers page.
Click **Save** to apply your branding across the platform.
**Consistency matters.** Use the same logo and colors as your main website. Candidates notice when branding feels disjointed — it can reduce trust and application completion rates.
## Related Guides
# Hello Recruiter Plans & Pricing — Free, Starter, Scale, and Pro
Source: https://docs.hellorecruiter.ai/companies/settings/plans-and-billing
Compare Hello Recruiter's Free, Starter, and Pro plans. See limits on jobs, interviews, team size, and premium features like custom branding.
Hello Recruiter offers flexible plans to match your hiring needs.
![Plan & Billing page]()
## Available Plans
| Feature | Free | Starter | Scale | Pro |
| - | - | - | - | - |
| Active jobs | 1 | 3 | 5 | 25 |
| Team members | ✓ | ✓ | ✓ | ✓ |
| Candidates and
Resume Imports | ✓ | ✓ | ✓ | ✓ |
| AI Resume Evaluations | — | ✓ | ✓ | ✓ |
| HR Screenings | — | — | ✓ | ✓ |
| Advanced Interviews
(Behavioral, Coding) | — | — | — | ✓ |
| Agentic Hiring | — | — | — | Add-on |
| Custom branding | ✓ | ✓ | ✓ | With Whitelabeling |
| Priority support | — | — | ✓ | ✓ |
Pricing is subject to change. Visit [hellorecruiter.ai/pricing](https://hellorecruiter.ai/pricing) for the most current rates.
## Choosing the Right Plan
| Your Situation | Recommended Plan |
| - | - |
| Exploring the platform or you prefer doing things manually | **Free** |
| Small team hiring for a few roles | **Starter** |
| Team that wants AI to handle initial screening and interviews | **Scale** |
| Growing company running high-volume or continuous hiring | **Pro** |
**Start with Free, upgrade when you need to.** The Free plan includes all core AI features — job descriptions, interviews, and bad actor detection. Upgrade when you hit limits on active jobs, monthly interviews, or team size.
## Managing Your Subscription
Go to **Settings** → **Plan & Billing** from the left-hand menu.
See your current plan tier, usage statistics (interviews used, active jobs), and billing cycle.
Click **Upgrade** or **Change Plan** to switch tiers. Changes take effect immediately.
Click **Payment Methods** to add, update, or remove your payment details.
## FAQ
Yes. You can downgrade or cancel your subscription at any time from the Plan & Billing page. Your data is retained for 30 days after cancellation, giving you time to change your mind or export what you need.
No. Monthly interview credits reset at the start of each billing cycle. If you have 100 interviews on the Starter plan and use 60, the remaining 40 do not carry over to the next month.
Yes. When you upgrade, you get immediate access to the higher plan's features and limits. You'll be charged a prorated amount for the remainder of the current billing cycle.
If you reach your monthly interview limit, new candidates will not be able to start AI interviews until the next billing cycle begins or you upgrade to a higher plan. Existing in-progress interviews will complete normally.
An interview is counted when a candidate starts the AI conversation. If a candidate drops off partway through or loses connection and resumes, it still counts as one interview — not two.
Contact our sales team at [**sales@hellorecruiter.ai**](mailto:sales@hellorecruiter.ai) for annual pricing and volume discounts for teams with high-volume hiring needs.
Your data (jobs, candidates, scorecards, recordings) is preserved when you downgrade. However, you may lose access to premium features like custom branding and AI knowledge base on lower tiers. If you exceed the lower plan's limits (e.g., 3+ active jobs on Starter), you'll need to close some jobs before the downgrade takes effect.
Yes. For teams larger than 10 or with custom requirements (SSO, dedicated support, custom integrations), contact [**sales@hellorecruiter.ai**](mailto:sales@hellorecruiter.ai) for a tailored plan.
## Related Guides
# Team Management — Invite Members & Assign Roles
Source: https://docs.hellorecruiter.ai/companies/settings/team-management
Invite colleagues to Hello Recruiter, assign Admin or Recruiter roles, and manage team permissions for collaborative hiring.
Bringing your colleagues into Hello Recruiter is the first step to collaborative hiring.
**Who is this for?** Users with **Administrator** or **Account Owner** roles.
![Team Management page]()
## Invite a New Team Member
From the main navigation sidebar, click **Settings**, then select **Members** from the settings menu.
Click the **+ Invite Member** button to open the invitation dialog.
In the **Email Address** field, enter the email of the colleague you wish to invite. You can add multiple emails separated by commas. From the **Role** dropdown menu, assign a permission level.
Click **Send Invitation**. Your team member will receive an email with instructions to set up their account.
## Pending Invitations
You can view and manage all pending invitations by clicking on the **Invitations** tab. From here, you can resend or revoke an invitation.
![Pending Invitations]()
## Change a Team Member's Role
Go to **Settings** → **Members** from the main sidebar.
Locate the team member whose role you want to change.
Click the **More Options** (three dots) icon, select **Change Role**, choose the new role from the dropdown, and click **Save Changes**. Permissions update instantly.
## Remove a Team Member
Go to **Settings** → **Members** from the main sidebar.
Locate the team member you wish to remove.
Click the **More Options** (three dots) icon, select **Remove User**, and confirm the removal in the dialog.
Removing a user is permanent. The user will immediately lose access to the platform. Their historical activity (interview evaluations, notes) will be preserved.
## Pro Tips
**Assign roles carefully.** Follow the principle of least privilege — only grant Administrator access to users who need to manage billing, integrations, and company-wide settings.
**Regularly audit your user list.** Periodically review your team list to remove inactive accounts. This keeps your workspace secure and helps manage subscription costs.
## Related Guides
# Hello Recruiter Documentation
Source: https://docs.hellorecruiter.ai/index
Official docs for Hello Recruiter — the AI-powered hiring platform. Guides for companies and candidates.
Hello Recruiter is an AI-powered hiring platform that automates interviews, screens candidates, and helps you make smarter hiring decisions — faster.
Set up your account, create AI-powered job interviews, evaluate candidates, and optimize your hiring process.
Learn what to expect in an AI interview, how to prepare, technical requirements, and frequently asked questions.
# Privacy, Data Retention & Compliance — Hello Recruiter
Source: https://docs.hellorecruiter.ai/legal/privacy-data-retention
Learn how Hello Recruiter protects candidate and company data, our retention policies, and links to our full privacy policy, terms of service, and cookie policy.
Hello Recruiter is committed to protecting the privacy of both companies and candidates. This page outlines how we handle data, our retention practices, and links to our full legal policies.
## Legal Policies
For complete legal details, please refer to our published policies on hellorecruiter.ai:
Our full privacy policy covering data collection, usage, sharing, and your rights.
The terms governing your use of the Hello Recruiter platform and services.
Details on how we use cookies, tracking technologies, and how to manage your preferences.
***
## Data We Collect
Hello Recruiter collects and processes data to provide AI-powered interview and evaluation services. Here's an overview of the types of data involved:
### Company Data
* **Account information** — Organization name, admin email addresses, team member profiles, and billing details.
* **Job data** — Job titles, descriptions, evaluation criteria, interview agendas, and AI knowledge base content you upload.
* **Branding assets** — Company logos, brand colors, and custom interview messaging.
### Candidate Data
* **Profile information** — Name, email address, and resume (when submitted through the candidate application flow).
* **Interview recordings** — Audio and/or video recordings captured during AI interviews, used for transcription and evaluation.
* **Evaluation data** — AI-generated scorecards, risk signal assessments, and section-level scoring breakdowns.
* **Technical metadata** — Browser type, device information, and IP address for troubleshooting and fraud detection.
**For candidates:** You can review what data we collect about you in our [Privacy Policy](https://hellorecruiter.ai/privacy-policy). If you have questions about your data, contact the company that invited you to interview or email **[support@hellorecruiter.ai](mailto:support@hellorecruiter.ai)**.
***
## Data Retention
We retain data only as long as necessary to provide our services and meet legal obligations.
| Data Type | Retention Period | Notes |
| - | - | - |
| Interview recordings | 12 months after interview | Auto-deleted unless extended by the company |
| Candidate scorecards | Duration of company account | Removed when the job is permanently deleted |
| Candidate profile data | 12 months after last activity | Or upon candidate deletion request |
| Job data | Duration of company account | Retained while the job exists in any status |
| Account & billing data | Duration of account + 90 days | Extended as required by tax/legal obligations |
| Audit logs | 24 months | For security and compliance purposes |
**Companies can delete candidate data at any time** by removing the candidate from the platform. This permanently deletes their interview recordings, scorecard, and profile information.
***
## Data Security
Hello Recruiter implements industry-standard security measures to protect your data:
* **Encryption in transit** — All data is transmitted over HTTPS/TLS 1.2+.
* **Encryption at rest** — Stored data is encrypted using AES-256 encryption.
* **Access controls** — Role-based permissions ensure team members only access data appropriate to their role (Owner, Admin, Reviewer).
* **Infrastructure** — Hosted on secure cloud infrastructure with SOC 2-aligned operational practices.
* **Regular audits** — We conduct periodic security assessments and vulnerability testing.
***
## Candidate Rights
Depending on your jurisdiction, candidates may have the following rights regarding their personal data:
* **Right to access** — Request a copy of the personal data we hold about you.
* **Right to deletion** — Request that your interview data and personal information be deleted.
* **Right to correction** — Request corrections to inaccurate personal data.
* **Right to portability** — Request your data in a machine-readable format.
* **Right to object** — Object to certain types of data processing.
To exercise these rights, candidates should contact the company that invited them to interview, or email **[support@hellorecruiter.ai](mailto:support@hellorecruiter.ai)** directly.
**Data deletion requests** are processed within 30 days. Once deleted, interview recordings and evaluation data cannot be recovered.
***
## GDPR & International Compliance
Hello Recruiter is designed to support compliance with major data protection regulations including GDPR (EU), CCPA (California), and other applicable privacy laws. Companies using Hello Recruiter for candidates in regulated jurisdictions should review our [Privacy Policy](https://hellorecruiter.ai/privacy-policy) for details on data processing agreements, sub-processors, and cross-border data transfers.
**Need a Data Processing Agreement (DPA)?** Enterprise customers can request a signed DPA by contacting **[legal@hellorecruiter.ai](mailto:legal@hellorecruiter.ai)**.
***
## Related Guides
# Quick Start
Source: https://docs.hellorecruiter.ai/quick-start
Get up and running with Hello Recruiter in minutes — whether you're a company hiring or a candidate preparing for an interview.
## For Companies
Get your first AI-powered job live in just a few steps:
Sign up at [app.hellorecruiter.ai](https://app.hellorecruiter.ai/auth/sign-up) and set up your company profile.
Step-by-step walkthrough
Customize your AI interviewer's persona and upload your company knowledge base so it represents your brand accurately.
Write a job description (or let AI generate one), set evaluation criteria, and configure interview settings.
Full job creation guide
As candidates complete interviews, review their scorecards, risk signals, and AI-generated insights.
***
## For Candidates
Preparing for an AI interview? Here's what you need to know:
AI interviews are conversational — you'll speak with an AI interviewer that asks questions relevant to the role.
Learn how it works
Make sure your browser, camera, microphone, and internet connection meet the requirements.
System check guide
Review tips on how to present yourself, structure your answers, and make the most of the experience.
Preparation tips
# Hello Recruiter Changelog — Latest Updates & New Features
Source: https://docs.hellorecruiter.ai/release-notes/changelog
Stay up to date with the latest Hello Recruiter product updates, new features, improvements, and bug fixes.
Stay up to date with the latest improvements to Hello Recruiter.
## September 2026
### New Features
* **Whiteboard** — Candidates can sketch and explain their ideas on a whiteboard during interviews.
* **Take-Home Follow-Up Call** — Add a short live call after a take-home assessment. The AI interviewer walks the candidate through the work they submitted, and what they explain updates the scorecard. Offer it to everyone who submits, or only to the candidates you pick. [Learn more](/companies/jobs/take-home-follow-up-call).
* **Custom Application Forms** — Build each job's application form with 13 field types and ready-made suggested questions, save question sets as templates, and filter candidates by their answers. [Learn more](/companies/jobs/application-forms).
* **Phone Screening (US)** — Candidates in the US can now complete their AI screening interview over the phone.
### Improvements
* **Revamped Candidate Emails** — Redesigned candidate emails. Candidates can now reply to them directly.
* **Ashby Integration** — Deeper write-back to Ashby. Trigger AI interviews from any interview-plan stage. Scores, a structured scorecard, a summary note and the full PDF report sync back to the candidate profile. [Learn more](/companies/integrations/ashby)
***
## August 2026
### New Features
* **Take-Home Assessments** — Add an AI-evaluated take-home coding round to any job. The AI writes each candidate's problem, grades the submission against your rubric and builds a scorecard. [Learn more](/companies/jobs/take-home-assessment)
* **AI-Assisted Coding** — Optional add-on for take-homes. Candidates solve the problem with a provided AI coding assistant, and the evaluation covers how they worked with it, not just the final code. [Learn more](/companies/jobs/ai-assisted-coding)
* **Greenhouse Integration** — Jobs and candidates sync in automatically. Stage changes trigger AI interviews, and scores, reports and scorecards appear in Greenhouse. [Learn more](/companies/integrations/greenhouse)
* **ZipRecruiter Integration** — Post jobs to ZipRecruiter and invite every applicant to an AI interview the moment they apply. [Learn more](/companies/integrations/ziprecruiter)
### Improvements
* **AI Knowledge Base** — The AI interviewer now answers candidate questions about your company more accurately. [Learn more](/companies/settings/ai-knowledge-base)
***
## March 2026
### New Features
* **Scale Plan** — A new plan between Starter and Pro for teams that want AI to handle initial screening and interviews. [Compare plans](/companies/settings/plans-and-billing)
***
## February 2026
**Documentation Launch** — We've launched our new documentation site at docs.hellorecruiter.ai! Browse guides for companies and candidates, troubleshooting help, and best practices.
### New Features
* **Interview Agenda with Voice Interviews** — Design structured interview agendas with custom questions and run them as voice-based AI interviews.
* **HR Agent** — Launch of our AI-powered HR Agent, connected to your hiring pipeline for end-to-end automation.
* **AI Persona Settings** — Customize the AI interviewer's name, tone, and communication style to match your company culture.
### Improvements
* **Interview Styles** — New candidate guides for HR interviews, code interviews and technical assessments.
* **Bulk Interview Links** — Send interview invitation links to multiple candidates at once.
* **Candidate-Facing Email Clarity** — Updated interview invitation emails to clearly communicate that interviews are conducted by AI.
* **Candidate Application Visibility** — You can now see failed and in-progress candidate applications alongside completed ones.
### Bug Fixes
* Fixed an issue where interview links expired prematurely for paused jobs that were re-activated.
* Fixed the "Resend Invitation" button not working for expired interview links.
***
## January 2026
### New Features
* **Voice Interviews** — Launch of our first voice interview option. Candidates can now take a voice-based interview powered by pre-defined screening questions.
* **Evaluation Criteria Builder** — Define custom scoring rubrics per job with weighted categories, must-have requirements, and auto-generated evaluation questions.
* **AI Knowledge Base** — Upload company documents (FAQs, handbooks, product sheets) so the AI interviewer can answer candidate questions about your organization accurately.
### Improvements
* **Candidate Notes & Comments** — Add comments and internal notes for individual candidates or in bulk across your pipeline.
* **Improved Job Description Generator** — AI-generated job descriptions now include bias-free language checks and role-level salary benchmarking suggestions.
* **Enhanced Job Types** — Save jobs for different work arrangements (onsite, hybrid, remote) and employment types (full-time, part-time, freelancer).
### Bug Fixes
* Resolved a display bug in the candidate scorecard where risk signal badges overlapped on smaller screens.
* Resolved a bug in risk analysis where duplicate risk signals were shown for the same candidate.
* Resolved a bug where `.docx` resume uploads would occasionally fail due to encoding errors.
***
## December 2025
### New Features
* **AI-Powered Job Descriptions** — Generate complete, optimized job descriptions from a brief role summary. Includes responsibilities, qualifications, and benefits sections.
* **Job Lifecycle Management** — New status system for jobs: Draft, Active, Paused, and Closed. Pause jobs to temporarily stop accepting candidates without losing data.
* **Candidate Scorecards** — Comprehensive post-interview evaluation cards with overall scores, section breakdowns, and AI-generated hiring recommendations.
### Improvements
* **Faster Interview Processing** — Reduced average interview analysis time from 8 minutes to under 3 minutes.
* **Company Branding** — Upload your logo and customize your home page URL. Create your own branded careers page.
* **Bulk Candidate Actions** — Select multiple candidates to move to a different stage in one click or reject.
### Bug Fixes
* Fixed a rendering issue with the job creation wizard on Safari 14.
* Resolved an edge case where duplicate candidate entries appeared when the same email was submitted twice.
* Resolved a display bug in the candidate scorecard where risk signal badges overlapped on smaller screens.
***
*Check back here for the latest updates as we ship new features and improvements.*
# Supported Browsers & System Requirements for Hello Recruiter
Source: https://docs.hellorecruiter.ai/troubleshooting/browser-requirements
Hello Recruiter supports Chrome, Firefox, Edge, and Safari. See minimum browser versions, internet speed, and system requirements.
Hello Recruiter works best on modern, up-to-date browsers.
## Supported Browsers
| Browser | Minimum Version | Recommended |
| - | - | - |
| Google Chrome | 90+ | ✓ Latest |
| Mozilla Firefox | 88+ | ✓ Latest |
| Microsoft Edge | 90+ | ✓ Latest |
| Safari | 14+ | ✓ Latest |
## System Requirements
* **Internet connection:** Stable broadband (minimum 5 Mbps for video interviews)
* **Camera:** Required for video interviews (built-in or external webcam)
* **Microphone:** Required for audio interviews
* **JavaScript:** Must be enabled
* **Cookies:** Must be enabled for authentication
**Internet Explorer is not supported.** If you or your candidates are using IE, please switch to a supported browser.
**Share this page with candidates.** If a candidate reports technical issues, send them this page so they can verify their setup meets requirements.
## Related Guides
# Fix Camera & Microphone Issues During AI Interviews
Source: https://docs.hellorecruiter.ai/troubleshooting/camera-microphone
Troubleshoot camera not detected, microphone not working, and poor audio/video quality during Hello Recruiter AI interviews.
If you or your candidates are experiencing camera or microphone issues, follow these steps.
## Common Issues and Fixes
### Camera Not Detected
1. **Check browser permissions** — Click the camera icon in your browser's address bar and ensure "Allow" is selected
2. **Close other apps** — Zoom, Teams, or other video apps may be using the camera
3. **Try a different browser** — Switch to Chrome if you're experiencing issues elsewhere
4. **Restart your browser** — Close all tabs and reopen
### Microphone Not Working
1. **Check browser permissions** — Ensure microphone access is allowed for the Hello Recruiter domain
2. **Check system settings** — Verify the correct microphone is selected in your OS audio settings
3. **Test in another app** — Confirm the mic works outside the browser
4. **Check for hardware mute** — Some laptops have physical mute buttons or switches
### Poor Audio/Video Quality
* **Check your internet speed** — Run a speed test and ensure at least 5 Mbps upload/download
* **Close bandwidth-heavy applications** — Streaming, large downloads, or other video calls
* **Move closer to your WiFi router** or use a wired connection
**For candidates:** If issues persist, try using a different device (phone or tablet). The interview is accessible on mobile browsers as well.
## Related Guides
# Contact Hello Recruiter Support — Email & In-App Chat
Source: https://docs.hellorecruiter.ai/troubleshooting/contacting-support
Reach Hello Recruiter support via email at support@hellorecruiter.ai or in-app chat. Include account details for faster resolution.
We're here to help. Here's how to reach us.
## Support Channels
**[support@hellorecruiter.ai](mailto:support@hellorecruiter.ai)**
Best for: Account issues, billing questions, feature requests. Response time: Within 24 hours.
Click the chat icon in the bottom-right corner of your dashboard for real-time help during business hours.
## What to Include in Your Request
Help us resolve your issue faster by including:
* **Your account email** and organization name
* **A clear description** of the issue
* **Steps to reproduce** the problem
* **Screenshots or screen recordings** if applicable
* **Browser and device information**
## For Candidates
If you're a candidate experiencing issues with an AI interview, please contact the company that invited you. They can reach out to our support team on your behalf, or you can email us directly at **[support@hellorecruiter.ai](mailto:support@hellorecruiter.ai)** with the job title and company name.
## Related Guides
# Internet Connection Problems — AI Interview Troubleshooting
Source: https://docs.hellorecruiter.ai/troubleshooting/internet-issues
Fix internet issues during AI interviews. Progress auto-saves on disconnect, and candidates can rejoin with the same link.
## Platform Access Issues
If you can't load Hello Recruiter:
1. Check your internet connection by visiting another website
2. Clear your browser cache and cookies
3. Try a different browser
4. Check [status.hellorecruiter.ai](https://status.hellorecruiter.ai) for any ongoing incidents
## During an AI Interview
If a candidate loses internet during an interview:
* **The interview auto-saves progress.** Candidates can rejoin using the same interview link.
* **Partial interviews are preserved.** If a candidate can't complete the session, what they've done so far is still accessible.
* **You can resend the invitation** if the link has expired.
## Recommended Setup
For the best experience:
* **Wired connection** preferred over WiFi
* **Minimum 5 Mbps** upload and download speed
* **Close other video calls** and streaming applications
* **Use a private/incognito window** if experiencing persistent loading issues
**Share this page with candidates.** If a candidate reports connection problems, send them this page so they know their progress is saved and how to rejoin.
## Related Guides
# What is Hello Recruiter?
Source: https://docs.hellorecruiter.ai/what-is-hello-recruiter
A high-level overview of the Hello Recruiter platform — AI-powered interviews, candidate screening, and smart hiring tools.
Hello Recruiter is an end-to-end recruitment platform that uses human-centric AI to automate and enhance every stage of your hiring process. Whether you're a growing startup or an established enterprise, Hello Recruiter helps you hire faster, smarter, and fairer.
## What Can You Do with Hello Recruiter?
Deploy conversational AI interviews that engage every applicant 24/7. The AI asks your screening questions, gathers responses, and provides detailed summaries — no scheduling needed.
Candidates are automatically evaluated against your criteria. AI-generated scorecards let you compare applicants side-by-side and focus on the best fits.
Generate compelling, inclusive, and keyword-optimized job descriptions in seconds — attracting the right talent from the start.
Automatically flag fraudulent applications, unauthorized AI usage during assessments, and potential impersonation to keep your hiring process fair and secure.
## How It Works
Create a job with AI-assisted descriptions, set your evaluation criteria, and publish to your careers page.
Candidates apply through your job link and complete an AI-led conversational interview at their convenience.
The platform evaluates each candidate against your criteria, generates scorecards, and flags any risk signals automatically.
Review AI-generated insights, compare candidates, and focus your time on the best-fit people.
## Explore the Docs
Set up your account, create jobs, configure AI interviews, and manage your hiring pipeline.
Learn what to expect in an AI interview, how to prepare, and get answers to common questions.