Evalnix
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Voice interviews that show their work.

Evalnix gives every candidate the same structured AI voice interview, scores each answer against your rubric with the transcript cited, and hands your team a record it can check before anyone decides.

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Illustrative record. The role, answers, and scores are examples.

Example interview record. An AI interviewer asks a backend engineering candidate how to avoid charging a customer twice for a repeated payment webhook. Two phrases in the candidate's answers are marked as evidence. After the interview, three rubric criteria are scored four, four, and three out of five, each citing that evidence. One Integrity Event, a six-second loss of window focus, is listed separately as strike one of three. The record ends as ready for human review.

One interview standard, for every kind of role

  • Senior Backend Engineer
  • Staff Nurse — ICU
  • Customer Success Lead
  • Data Analyst
  • Product Designer
  • Site Reliability Engineer
  • Account Executive
  • Pharmacist
  • Financial Analyst
  • Operations Manager
  • Support Specialist
  • Clinical Coordinator
  • QA Engineer
  • Graduate Engineer
  • Structured follow-up questions
  • Weighted competencies
  • Five-level rubrics
  • Transcript citations
  • Integrity Monitoring
  • Consent records
  • Device checks
  • Recordings
  • Score overrides with a reason
  • Audit log
  • Branded careers pages
  • Separate workspaces

From a brief to a decision, on one record.

Follow one opening, a backend engineer for a payments team, from the first line of the brief to a shortlist. Every screen below is the product, filled with example data.

Describe the role. The assistant asks the rest.

Paste a brief or a full job description. The job assistant asks only what the text leaves open, such as how deep system design should go, then drafts the job and its interview.

  • Clarifying questions with one-tap answers
  • Nothing is published until you say so

Example screen: a hiring manager's brief for a senior backend engineer on a payments team, followed by the job assistant's three clarifying questions, each answered with one of the suggested options.

A plan you can check line by line.

Competencies carry weights that add up to 100%. Every question says why it is there and quotes the part of your brief it tests. Publish it, and every candidate for the role gets that version.

  • Weighted competencies and a five-level rubric
  • Published plans are versioned and locked

Example screen: a draft interview plan with five weighted competencies and four questions. The second question explains why it was chosen and quotes the line of the brief it tests.

Candidates interview by voice, in the browser.

An AI interviewer runs the plan after consent and device checks. Candidates always know whose turn it is, which question they are on, and how much time is left.

  • Nothing to install
  • Session checks are visible to the candidate

Example screen: the candidate's interview room, showing the AI interviewer, whose turn it is, question 4 of 7, the time remaining, and four passing session checks.

Every score shows its evidence.

Each competency is scored on your rubric beside the transcript lines behind it. Integrity events sit on their own timeline and never change a score. The recording and full transcript are one tab away.

  • Citations jump to the moment in the transcript
  • Override any score with a written reason

Example screen: a reviewer dossier with an overall score of 84 out of 100, four competency scores that each quote the candidate's answer, and one Integrity Event on a separate timeline.

People make the call, with a reason.

Shortlist, hold, or decline from the dossier. Each decision needs a written reason and is recorded in the pipeline and the audit log with a name and a time.

  • Nothing is rejected automatically
  • Every decision lands in the audit log

Example screen: the candidate board for the role. The reviewed candidate moves from Awaiting review to Shortlisted, with a note recording the reviewer's reason.

Every role, and everything waiting on your team.

Published jobs, candidates in the pipeline, this week's interviews and the reports that need a reviewer, on the first screen your team opens.

Example workspace. The organization, people, and figures are invented.The hiring overview shows four published jobs, 186 candidates, 37 interviews this week and 9 reports awaiting review. Below are the open roles with their candidate pipelines, the latest candidate reports with scores and statuses, a bar chart of interviews completed over the last two weeks, and the progress of the latest interview campaign.

Built for the parts of hiring that have to hold up.

Structured where fairness depends on it, configurable where each team works differently.

Structured AI voice interviews

Every candidate for a role gets the same questions, time limits, and follow-up rules. The interviewer adapts its follow-up questions, never the standard.

Rubric scores with the evidence attached

Scores use the levels your team wrote, not an opaque number. Each one links to the transcript lines behind it, so a reviewer can check it in seconds.

Integrity Monitoring with a fair strike policy

Candidates see a clear warning first. Strikes follow your policy, and a suspended session is preserved for a person to review, never marked as failed.

A calm candidate experience

Plain-language consent, device checks before the clock starts, visible progress, and a receipt at the end. It runs in the browser, with nothing to install.

Separate workspaces and careers pages

Each organization gets its own workspace, branding, and public careers page. Candidates, recordings, users, and provider keys stay inside it.

An audit trail you can hand over

Configuration changes, score overrides, and decisions are recorded with who made them, what changed, and when.

Automation proposes. People decide.

Evalnix separates assessment evidence from integrity signals and keeps both reviewable. Your team gets to a decision faster, without uncertainty hidden behind a single score.

People make the call
Scores and integrity events inform a decision. Advancing or rejecting a candidate is always a person's action, with their name on it.
Evidence over opinion
A score without a citation is incomplete. Reviewers see the transcript lines and the rubric version behind every number.
A complete audit log
Overrides need a reason, configuration is versioned, and the log shows who changed what, and when.
Isolated by workspace
Each organization's candidates, recordings, and settings are kept apart from every other. Provider secrets never reach the browser.

Put your next hiring round on the record.

Tell us about the roles you are hiring for, and we will set up a workspace for your team.

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