Interview thousands of people. In hours, not months.
An AI agent holds a real conversation, in chat or voice, with every person you choose. You set the questions and the topics; it opens the conversation, listens, and asks the follow-up a good interviewer would ask. Use it on your own employees, for development conversations and performance reviews. Or use it on candidates, and interview everyone who applies.
Interview candidates. Interview your own employees.
The same agent does both. You choose who it talks to, and what it asks them.
Your employees
Your candidates
Role, ambition, blockers. In their own words.
The agent runs the same structured conversation with everyone, in any language, and surfaces all three without an hour of HR scheduling. Everything is what the person actually said, not an inferred score.
How they see their role
Where they want to grow
What’s in the way
It is our AI Simulation engine, running a conversation.
The same technology behind AI Simulations, pointed at a conversation instead of a task. You give it the questions and the topics you want covered. It handles the rest. It opens the conversation, listens, and asks for the concrete example. Everyone is asked the same things, so the answers compare.
You trigger it
Write the questions you would have asked yourself, or pick a focus: development, AI adoption, internal mobility, hiring, a skill review. That is the whole setup.
The person talks
Chat or voice, around 16 minutes on average, in 7 languages, whenever suits them. The agent follows up on what it hears rather than reading a list.
AI clusters the themes
Not a transcript dump: conversations are auto-clustered into shared themes, with quotes and evidence per person, ready to act on.
Everything in one report
The conversation joins the person’s simulation scores and verified skill profile in a single integrated report.
People say more to the agent than they say to their manager.
This is the part nobody predicts. There is no manager in the room, no hierarchy, nothing being scored, and no colleague who will remember what was said. People answer more honestly than they do in a review, and at more length.
A page of text each
126 of 174 went deep
Nothing is being judged
Two weeks, where the old way took four months.
A 174-person sales organisation was interviewed in two weeks. Run as traditional one-to-one interviews, the same programme was estimated at three to four months of consultant and manager time. Figures below are from that programme, with the customer anonymised.
175 conversations
41% wrote at length
20 titles, 66 realities
Combine it with a simulation or an AI Lab.
An interview tells you what someone says. A simulation or an AI Lab shows what they do. Assign both in one campaign and a single report carries the verified skill and the person’s own words, for technical and non-technical roles alike.
Combine with AI Simulations
The simulation or Lab verifies what the person can do; the interview captures how they think about it. One report per person, and in hiring both can run in the same session.
Powers the AI Readiness Score
What people report about how they use AI, and where it helps them, feeds the usage layer of the 0-100 AI Readiness Score.
In one sales organisation, the conversations turned 20 formal job titles into 66 distinct descriptions of what those people actually do. The org chart had one answer; the people had sixty-six.
No scoring. No emotion inference. GDPR aligned.
What HR and hiring teams ask.
Can we use it for performance and development reviews?
Does it measure sentiment or emotions?
Chat or voice?
Can we customize the conversation?
What do managers get?
Read a real synthesis, end to end.
Book a demo and we will run one. You see what the person went through, and the synthesis their manager or your hiring team would read.