Everything between a CV and a first day
The AI interviewer is the heart of it. Around it: CV reading, scheduling, later rounds with panels, the hiring decision and onboarding.
A first interview that feels like a conversation
Aptitude HR runs the interview live: it asks, listens, follows up and keeps the time, in the candidate's browser.
Natural turn-taking
Speech is streamed as it's written, it waits until the candidate has finished, and it stops talking when they cut in.
Time to think
Once the questions start, pauses in a long answer are held, so a candidate gathering their thoughts isn't cut off.
Your questions, or drafted ones
Write the questions for each vacancy, have Aptitude HR draft them from the job description, or let the interviewer ask five of its own.
Questions from their CV
Two questions about the experience in the candidate's CV come before your prepared ones, so every interview is personal.
Question intensity
Low, normal or high per vacancy, or picked from the job title. It shapes the follow-ups and the bar for scoring.
It knows your company
Add company and vacancy details and documents. The interviewer uses them to answer the candidate's own questions.
A video interviewer with your face
Record a short guided clip or upload two photos. Lip sync follows every word, with nods, blinks and expressions, on your background.
Picks up after a drop
If the connection drops, the page reconnects or the candidate reopens their link, and the interview carries on where it was.
Made for real microphones
Quiet laptop microphones are lifted automatically, so soft-spoken candidates are heard as clearly as everyone else.
Every score backed by what the candidate said
When the interview ends, Aptitude HR reads the full transcript and writes an evaluation your team can check line by line.
Seven qualities
Personality, attitude and leadership, then communication, technical skill, handling pressure and clarity, each 0 to 10 with evidence.
An overall you can trust
Calculated in code, not by the model: 60% character and 40% skills, so it compares fairly across every candidate.
Weight what matters
Set any quality to low, normal or high for a vacancy. Scores tilt, and the interviewer probes the high ones harder.
Answer by answer
A summary and score for every question, strengths and concerns, and what the candidate asked about the role.
Transcript, recording, PDF
Replay the camera recording, read the transcript and share a polished PDF report. Every version sent is kept.
Pass marks that move people on
Candidates at or above the pass mark are suggested for the next round, or invited to book it straight away.
From inbox to ranked candidates, without retyping a thing
CVs arrive however they arrive. Aptitude HR reads them, works out who they're about and where they belong.
Bulk upload
Drop in PDFs and Word files, or a .zip of them. Each one becomes a candidate scored against the job description.
Applications by email
Connect Microsoft 365 or Gmail. CVs that arrive are matched to the right open vacancy, and the rest wait in your CV Pool.
The right person, once
Identity comes from the CV itself, never the recruiter who forwarded it. Duplicates are caught and only the newest CV is kept.
Gaps explained, not guessed
Gaps, short stays and overlapping jobs are flagged by your rules. The candidate can explain in writing, audio or video.
Background check on demand
Follows only the profile links in the candidate's own CV, such as their public GitHub, and reads them against the role.
One folder per person
Each candidate's CVs, recordings, reports and clarifications are kept together, across every vacancy they apply for.
Interviews booked while you get on with your day
Set your hours once. Qualified candidates are invited to book, reminded, and counted when they don't show.
Invited when they qualify
A CV scoring above the vacancy's threshold gets a private booking link with three times to choose from, and more on request.
Your availability
Time zone, days, hours, notice and how many interviews may run at once. Offered times always fit inside them.
Reminders and no-shows
Candidates are reminded 30 minutes before. Anyone who doesn't start within five minutes is marked as a no-show.
A calendar that shows performance
Every scheduled and finished interview, coloured by how it went, with one click through to the report.
Round 2 and beyond, with your people
Round 1 is the AI interview. Add as many rounds after it as the role needs, each with its own panel.
Panels of anyone
Colleagues or external guests by email. Each round has a length, questions and one decision maker.
Briefed before they walk in
When a candidate is invited, the round's panel gets the report of the interview they passed.
Slots and invites
Publish slots, and the candidate books one. Everyone gets a calendar invite for the time they agreed.
Join live, ask your own
Your team can join the AI interview live. Ask for the floor, and the interviewer hands over after the candidate's answer.
Personal scorecards
Every panelist scores 0 to 10 with a recommendation and a note, from a private link. Guests need no account.
Scores stay independent
Panelists only see their own scores. The decision maker sees them all, and is told when everyone has scored.
The decision, and everything that follows it
Hiring doesn't end at yes. Aptitude HR hands the new joiner to the people who get them ready.
A clear decision
Only people with the right permission decide, and a round's decision maker signs off the hire with a joining date.
Joining date from the interview
If the candidate said when they can start, the hire form already has the date worked out.
Reports go with the hire
The candidate's interview reports are attached to the hire email, for the people allowed to see them.
Onboarding checklist
IT gets the new hire's details and your checklist, ticks it off, and tells the team when they're ready to onboard.
Built for how your company works
Roles, emails and reporting that fit your organisation, not the other way round.
Roles and permissions
Create your own roles in a hierarchy. Every page and action checks them, and people only see what their role allows.
No shared passwords
New colleagues and password resets get a single-use link. Nobody ever sets a password for someone else.
Email from your own mailbox
Invitations and reminders go out from your connected mailbox, with your logo, and land in your sent mail.
Your wording
Edit every email to candidates and your team, preview it, or have Aptitude HR draft it in your company's voice.
Alerts and reports
Get an email with the PDF report when someone scores above your alert, and daily or weekly summaries.
A guided start
A get-started checklist ticks itself off from what you've really set up, with a short tour for each step.
What it doesn't do: make hiring decisions, scrape social profiles, or count a dropped connection against anyone. Read how we keep it fair.
Bring your next vacancy. We'll run its first round with you.
In a demo we set up one of your real roles, run an interview end to end and walk through the report it produces.