Frequently asked questions

An AI-powered screening interview is a structured early-stage interview where candidates answer role-specific questions while JobHive analyzes communication, behavior, technical signals, and role fit. Employers get consistent, comparable insights before scheduling live interviews.

JobHive lets candidates complete structured interviews without coordinating a live first-round call. Hiring teams can review completed reports, compare candidates, and move directly into evidence-based discussion.

Recruiters can share interview links, review AI-generated evaluations, collaborate with hiring managers, and keep candidate feedback in one place. The result is a cleaner workflow from initial screening to final shortlist.

Candidates complete a guided AI video interview at a time that works for them. The experience is structured and consistent, and candidates can review report and coaching information when the interview type, available evidence, and product access support it.

JobHive evaluates candidates against shared role criteria and keeps the supporting transcript, score breakdown, and report evidence available for review. The platform supports human decisions; it does not replace hiring judgment or eliminate bias.

Yes. Job postings can configure interview focus, WorkMap categories, and optional employer questions. When employer questions are not supplied, the interviewer can use the resume, job description, WorkMap categories, and interview focus to choose appropriate dynamic questions.

JobHive complements the wider recruiting workflow; it is not an applicant tracking system. Confirm the specific ATS, data flow, and implementation requirements with the JobHive team during your evaluation rather than assuming an integration is available.

Security, HR, and legal teams should review data handling, retention, subprocessors, access controls, regional privacy obligations, candidate notice, and how interview scores inform human decisions. The Enterprise Readiness Overview provides a plain-English starting point; confirm current controls and contractual requirements directly with JobHive.

No. Structured criteria and reviewable evidence can support a more consistent process, but JobHive does not eliminate bias. Hiring teams must review the evidence, apply appropriate governance, and remain responsible for the employment decision.