AI interviews for staffing agencies

What agencies need from a first round

Recruiting and staffing firms do not have one hiring process. They have a dozen, one per client and often one per role. Candidates get screened on the phone by whoever has time, notes live in different places, and the client sees a resume and a recruiter's summary. That is slow, and it is hard to show a client why you picked these three people.

What helps in practice is short and specific:

• One set of questions per job. Every candidate for a role is asked the same questions, so the short list is comparable.
• Evidence a client can open. Recordings, transcripts and a written reason behind each score, not only your opinion.
• Your client's name on it. The candidate should feel they are interviewing for the client, and the client should see their own brand.
• No account for the client. Hiring managers will not learn a new tool for one search.

What Infyva gives an agency

These are the pieces that exist today. We list what is built, and what is not, so you can plan around it.

Many jobs, many users

Jobs and users are unlimited on every plan. You pay in credits for interviews candidates actually answer, not per seat or per job, so a quiet client does not cost you anything. Each job gets its own questions, written from its job description, and you can edit any question. See our job description guide for a template.

Client branding

Client branding is part of Enterprise. With your client's approval, we switch on Agency mode for your workspace. You then keep a list of clients, each with a name, logo, color and contacts, and each job can belong to one client. For a job with a client, the candidate pages, invite and reminder emails, the hiring manager page, shortlist links and the report PDF show the client's logo and color instead of yours. A job without a client keeps your own branding. Enterprise also removes Infyva branding.

Pro includes your own logo and colors on candidate pages and reports, which is enough if you screen under your agency's name.

One shortlist link for the client

Agencies send a short list, not one candidate at a time. A shortlist holds up to 12 candidates behind one link for one hiring manager. They compare candidates side by side, open anyone to read the answers and the reasoning, and mark each one advance, send back or reject. The link works without an account, expires (14 days by default, 30 at most) and you can revoke it at any time. Opening the link never records a decision on its own; a person has to click.

For a single candidate, the hiring manager review link works the same way: private link, no account.

Stages and ATS

Candidates move through six stages: Applied, Screened, Interviewed, Offer, Hired and Rejected. On Pro and Enterprise, Lever, Ashby and Workable connect directly. Enterprise adds more ATSs through a partner. We do not offer a generally available Bullhorn connector today, so if Bullhorn is your system of record, ask us first.

Example questions

Examples
We wrote these to illustrate the approach for a generalist placement. Infyva writes one set for each job from its job description, asks every candidate the same set, and lets you edit or replace each question.

1. Tell me about a time you started a job that was different from how it was described to you. What did you do in the first week?

   Tests: adaptability, communication

   A specific situation, who they spoke to and what they changed. Blaming the employer without a next step is a weak answer.

2. You are placed on a team that has worked together for years. How do you get up to speed without slowing them down?

   Tests: ownership, working with others

   Asks for the right information early, writes things down, and offers something back. Waiting to be told everything scores lower.

3. A contract ends in two weeks and you find out the client may not extend it. What do you tell us, and when?

   Tests: reliability, honesty

   Tells the agency early, keeps working properly, and asks about next steps. Silence until the last day is a concern.

4. Describe a time you had to follow a procedure you did not agree with.

   Tests: following procedures, judgment

   Follows it, raises the concern through the right person, and can say what happened. Quietly ignoring it is a weak answer.

5. What kind of assignment would make you say no, and why?

   Tests: fit, self-awareness

   Concrete limits (schedule, travel, pay band) stated plainly. It saves everyone a bad placement.

For specialist searches, pick the interviewer profile that matches the role. Nova has 17 profiles, including sales, customer support, retail and hospitality, field and warehouse work, healthcare and engineering, each with its own question style and default scorecard.

How scoring works for a client report

Each answer is transcribed and scored against the competencies for the job, with a written explanation next to the recording. Infyva scores what is said. Accent, tone of voice and appearance are not scored, so you can show a client that candidates were compared on substance. If a candidate answers fewer than three questions, the report says there is not enough evidence to recommend a next step.

Infyva never rejects anyone. You and your client decide. The report is the evidence for that decision, and integrity notes (flags tied to the answer they happened on) are for a person to judge, never an automatic fail.

A workflow that fits a placement firm

1. Open the job. Paste the client's job description, pick the interviewer profile and review the questions.
2. Assign the client. The candidate experience now carries their branding.
3. Invite applicants. Candidates open the email link and answer when it suits them, including evenings and weekends.
4. Review the reports. Read the reasoning, listen to the answers that matter, and pick the strongest.
5. Send the shortlist. One link to the hiring manager, who compares and decides without an account.

You only spend a credit when a candidate answers. If they never start, or something fails on our side, the credit comes back. See pricing for current plans, and try the demo to see the candidate side.

Making the report useful to a client

A client does not want forty recordings. They want to know who to meet and why. A few habits make the report do that job:

• Agree the scorecard first. Before you invite anyone, show the client the competencies and weights for the role and change them together. Then the scores mean what the client thinks they mean.
• Send a short list, not a pile. Pick the strongest candidates and send them as one shortlist. The client reads a handful of reports instead of everything you received.
• Point to the answer. Each score has a written reason next to the recording. When a client asks "why this person", you open one answer instead of defending a hunch.
• Keep the decision with the client. The shortlist page records the manager's choice for each candidate, so the next step is clear to both sides.

The same set of questions across all candidates also helps when a client pushes back on a pick. You can show that everyone was asked the same thing and judged on the same competencies.

What to know before you start

• Client branding is on Enterprise and is switched on by request, not self-serve. Enterprise starts at $499 a month on a 12-month agreement.
• You can try it first: tell us about your next client role and, with the client's approval, we set up a 30-day pilot.
• Invites go out by email.
• If you place into New York City, read our Local Law 144 guide. Employment agencies are covered by that law.