Your AI hiring manager
Everyone who fits gets a real first interview.
Good people are lost to a slow first interview. HireWRX writes the posting, reads every application, and runs a structured interview in your company's voice — then hands your hiring manager a graded report with the evidence attached.
One job and one interview free · no card required
- ~20 min
- per first interview, any hour
- Every one
- application read and scored, not just the top
- Zero
- candidates the AI can decline
Asked
Walk me through the last time a system was down and the cause was not what it first looked like.
Thermostat was reading fine, so everyone said board. I put a meter on the transformer — 8 volts. It was a shorted C-wire behind the drywall.
Isolated the fault by measurement rather than replacement.
HireWRX cannot decline anyone. A person reads this report and makes the call.
The problem
The best interview of the round is the one nobody got to give.
Hiring does not break because managers are bad at interviewing. It breaks because there is not enough of them to go around, so most applicants are judged on a document that says whatever they were willing to write.
200
applications for one opening
12
people you can realistically phone
1 hr
each, once you count the no-shows
188
judged on a resume alone
What changes
Everyone else's funnel narrows. This one does not.
The constraint on a first interview has always been someone's calendar. Remove it and you stop rationing who is worth an hour — everyone who meets your requirements gets interviewed, not just the few you had time for.
The usual way
12 of 200 ever speak to anyone
188 applications are judged on a resume alone. The best interview of the round is the one nobody got to give.
With HireWRX
200 of 200 get a first interview
Everyone is asked the same role-specific questions. The shortlist is then built from what people actually said — with the quote attached to every score.
How it works
Four steps, and you are only in the last one.
01
Describe the role out loud
A short conversation with your hiring manager — what the job involves, what good looks like at 90 days, what made previous hires fail. The posting, the screening questions and the interview plan are written from that.
02
Share one link
Every posting gets its own application page, on your brand. Use a different link per channel and you finally learn which source produces hires rather than clicks.
03
Everyone is screened and interviewed
Every application is read and ranked with reasoning you can argue with. Candidates who opt in to texts get a few screening questions and then a structured interview, in your company's voice, at any hour, with nobody from your team having to be there. The few who decline texts are flagged for you to email.
04
You read a report and decide
Competency scores, each citing what the candidate actually said. Strengths, what to ask about, and what a second interview should cover. Then a person makes the call.
What you actually get
A report you can argue with.
Every score carries the sentence that earned it. If you disagree with a rating you can see exactly what it was based on and overrule it — which is the difference between a tool that assists a decision and one that quietly makes it.
Interview report
M. Okafor · Field Service Technician
- Duration
- 21:40
- Questions
- 9
- Completed
- 06:12
Scored against the role
Thermostat was reading fine, so everyone said board. I put a meter on the transformer — 8 volts. It was a shorted C-wire behind the drywall.
Isolated the fault by measurement rather than by replacement.
I photograph what I found, price the options, and text the owner before I touch anything. I have never had a callback argument when there is a photo.
Documents before acting; anticipates the dispute rather than the task.
Panel had no working main disconnect. I shut the job down and told the GC we needed the utility out first. He was not happy.
Held the line under commercial pressure and named the tradeoff honestly.
If they are angry I let them finish. Usually they are angry at the last guy, not me.
Sound instinct, thinly evidenced — only one example offered.
Strengths
- Measures before replacing — will not parts-cannon a repair.
- Documents work unprompted; low callback risk.
- Will stop a job on a genuine safety fault.
Worth asking about
- Only one customer-conflict example, and it was second-hand.
- No commercial rooftop work mentioned. The role has some.
A second interview should cover
Rooftop and RTU experience, and one worked example of a customer de-escalation they handled personally start to finish.
HireWRX has not decided anything. It cannot.
DeclineAdvance to secondYour brand
Candidates see you, not us.
The application page, the messages and the interview all carry your logo and your colour. Someone applying to your company should experience your company. HireWRX signs its work quietly at the bottom, and nowhere else.
Field Service Technician
Northwind Trades · Buffalo, NY · Full time
Powered by HireWRX
The network
Three things, and the trades they are built for.
Jobs
FreeA board of open trades roles. Post to it, or search it. Every listing carries the employer's own apply page, so a candidate applies to them and not to us.
See the boardHire
PaidEverything above this line — the intake conversation, the screening, the interview and the graded report. This is the part you pay for, and the only part that uses AI to assess anybody.
How it worksTalent
FreeA profile a tradesperson owns: their tickets, what they can do, when they can start. It means the second application does not ask everything the first one already did.
For tradespeopleThe line we will not cross
The AI never rejects anyone.
It cannot. There is no configuration that lets it. It asks the same role-specific questions of everyone it interviews, scores what they said against the requirements, cites the evidence, and stops. Every decision to advance or decline a candidate is made by a person at your company, and that person's reason is recorded.
Post one job. Run one interview. Free.
No card, no subscription. Read the report it produces and decide whether it is better than the phone screen you were going to run instead.