The interview
A real first round, at three in the morning.
Twenty minutes, structured, in your voice — and the transcript is kept, so every score can be traced back to a sentence the candidate actually said.
What it looks like from the inside
The panel beside this is not a mock-up of a dashboard. It is the shape of the record the interview actually produces: the question asked, the answer given, and the competency that answer was evidence for.
The report this becomes does carry an overall score and a recommendation, and both are advisory. What is not there is any power for them to act: no threshold advances a candidate, none declines one, and there is no setting that creates one. The conclusion is always a person's.
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.
Principles
Six rules it runs by
These are constraints on the product, not aspirations. Each one is either true of every interview or it is a bug.
The same questions, every time
This is the honest fairness argument, and it is the one nobody can make about a human panel. Candidate forty is asked what candidate one was asked, in the same order, with the same follow-ups available. Not because the machine is wiser than your hiring manager — because it is not tired at four on a Friday.
It scores what was said. Nothing else.
No sentiment analysis. No enthusiasm metering. No scoring of how confident, articulate or fluent anyone sounds. No facial analysis of any kind — there is no camera in the loop at all. The evidence is the transcript, and the transcript is the whole of it.
It follows up when an answer is thin
A structured interview is not a questionnaire. If someone gives a one-line answer to a question that matters, it asks for the example — the same thing a good interviewer does, and the thing a form can never do.
It runs at the candidate's hour, not yours
Most of the people worth hiring in the trades are already working. They cannot take a call at two in the afternoon. Removing the calendar from the first round is most of why good applicants stop disappearing.
It speaks in your company's voice
The tone, the terminology and the way the work gets described come from your intake conversation. A candidate should not be able to tell that the same software runs your competitor's interviews.
It cannot end an application
There is no score below which anything happens automatically. The interview produces a report. A person at your company reads it. That is the only path a candidate can leave by.
Run one and read it yourself.
One job and one interview, free, no card. The fastest way to judge this is to put a real applicant through it and compare the report to the phone screen you were going to run instead.