Adaptive conversations
Alex, SealHire’s AI interviewer, asks role-relevant questions and follows the evidence in each answer instead of reading a fixed script.
AI interviews · you set the questions
The live AI video interview where you control the questions.
Alex, SealHire’s AI interviewer, asks the questions you require, adds his own follow-ups, and records the whole conversation on video — by voice, without an on-screen avatar. Every skill is scored with the quote and the moment in the recording behind it: a TrustReport your hiring team can inspect, not just trust.
The candidate experience
A real conversation, without an on-screen avatar.
The candidate speaks on camera while Alex asks adaptive questions by voice. The interface keeps the conversation—not an animated face—in focus.
Candidate speaking
Alex · AI interviewer
Listening to your answer
“Tell me about a time you had to make a difficult technical trade-off.”
Illustrative product preview with a fictional candidate—not a recording of a real interview.
What it replaces
Move beyond resume filters and repetitive screening calls.
Resume screening predicts who looks qualified on paper. A structured AI interview shows how a candidate explains decisions, handles follow-up questions, and demonstrates the skills your role actually requires.
A rubric before the interview
Seniority, must-have skills, focus areas, and deal-breakers define what good evidence looks like before any candidate is evaluated.
Evidence behind every score
Reviewers can inspect the transcript quote and recording moment that supports each skill verdict and recommendation.
One workspace for the decision
Recruiters and hiring managers review the recording, transcript, integrity context, risks, and recommendation together.
How AI interviewing works
From job description to decision-ready evidence.
- Define the role.Paste the job description and set seniority, skills, must-ask questions, and deal-breakers.
- Invite candidates.Send a private interview link individually or in bulk. There is no screening call to schedule.
- Run an adaptive interview.The AI interviewer listens, probes claims, and adjusts depth based on the candidate’s answers.
- Review the TrustReport.Inspect skill verdicts, evidence, transcript, recording, integrity signals, and the recommended next step.
You set the questions
Your must-ask questions, asked in the interview and scored in the report.
The hiring manager’s intake has a box for the questions that must be asked. They are copied into the interview brief word for word, Alex is required to cover every one — woven into the conversation at the moment it fits, never read out as a list — and the TrustReport scores each of them next to the skills the role brief calls for. You are not choosing between your questions and the AI’s; you get both.
1 · In the intake
Questions the interviewer must ask
2 · In the interview
Alex asks it in his own words, when it fits
3 · In the TrustReport
Scored, with the quote and the moment
Illustrative example with a fictional candidate — the questions shown are the intake form’s own placeholder examples.
Automated interview software
Automate the interview workflow without automating the hiring decision.
Conversational AI interview software can run structured first-round interviews whenever candidates are ready, removing calendar coordination and repetitive screening calls. Unlike a one-way video interview, SealHire can ask relevant follow-up questions when an answer needs more depth or evidence.
The result is a consistent, reviewable candidate record—not an unexplained verdict. Recruiters and hiring managers receive the recording, transcript, supporting quotes, integrity context, and scoring in one TrustReport. See the full AI interviewer vs one-way video interview comparison, explore avatar AI interviews for an on-screen interviewer, or see AI candidate screening for earlier-stage qualification.
Human-in-the-loop by design
AI gathers the evidence. Your people make the call.
SealHire is not an automated rejection engine. It creates a consistent interview record and makes its reasoning inspectable. Hiring teams can agree, disagree, replay an answer, and decide with the full context in front of them.
Explore how this works for recruitment agencies, technology hiring, and sales hiring, or see how SealHire works as an AI recruiter. For a format-neutral definition and buyer checklist, read what an AI interview is. Review the research and buyer safeguards in our AI interview effectiveness guide. Build a role-specific kit with the structured interview questions and scoring guide.
AI interview FAQ
Common questions about AI interviewing.
Can I control the questions the AI interviewer asks?
Yes. The hiring manager’s intake lists the questions that must be asked. They go into the interview brief verbatim, Alex covers every one — woven into the conversation, never read out as a list — on top of the questions the role brief calls for, and the TrustReport scores each of them.
What is an AI interview platform?
An AI interview platform conducts structured candidate interviews, adapts questions to the role and the candidate’s answers, and gives the hiring team a reviewable record. SealHire adds recordings, transcripts, quote-level evidence, integrity context, and explainable scoring so people can inspect the basis for every recommendation.
Does AI make the hiring decision?
No. SealHire collects and structures interview evidence. Recruiters and hiring managers review that evidence and make the hiring decision.
How are SealHire interviews different from one-way video questionnaires?
One-way video tools play a fixed list of questions. SealHire runs a live voice conversation and adapts follow-up questions to the candidate’s answers, the role rubric, seniority, must-have skills, and deal-breakers.
What does automated interview software automate?
Automated interview software can remove scheduling and repetitive first-round screening work. SealHire conducts the structured conversation, asks adaptive follow-up questions, and assembles the evidence for a recruiter or hiring manager to review. People remain responsible for the hiring decision.
How quickly can a team start?
A team can create a role, define interview requirements, and send a candidate invitation in minutes. Candidates interview on their own time, so no live screening call needs to be scheduled.
Start with one role
See what evidence-backed interviewing looks like.
Create a role, invite a candidate, and review the proof before committing to a larger rollout.