For hiring teams
Less time screening.
More time with talent.
Recruiters build the first round with AI. Candidates complete it on their schedule. Your senior experts join with answers and evidence already in hand, ready for a deeper conversation.
One active role is enough to start the beta.
Maya Bennett
Product Designer · Application
Ready for team review
Overall evaluation
Evidence across completed steps
88 /100
Pipeline progress
- 92/100
Screening
6 answers reviewed
- 84/100
Case study
Submission evaluated
- 88/100
AI interview
Answers evaluated
- 4
Team conversation
Next step · Your decision
Sample scores, not a hiring recommendation. Open the answers and supporting evidence before deciding.
A better first round for everyone
Faster for recruiters. Lighter on teams. Flexible for candidates.
For recruiters
From zero to a ready first round.
Turn a brief into screening questions and an interview plan with AI. Edit the questions, tasks, and evaluation criteria in the builder, then share one candidate link.
For companies
Put senior time where it matters.
Collect the first round of answers before involving your experts. Give them a shortlist with evidence so they can spend more time going deeper with promising candidates.
For candidates
Your opportunity. Your schedule.
Complete online screening and AI interviews without finding a shared calendar slot. Choose when to begin within the application window, with the steps and expected time visible upfront.
Example counts show how a team can review progress. These are not customer results.
Time your team can put to better use
Make the first expert conversation
count.
Repeating introductory screens takes time from people who also have a team to lead and work to deliver. Collect that first evidence before you ask them to join the process.
Keep the brief, submissions, and shortlist together. Your experts can review strengths and unanswered questions, then focus their interviews on the areas that need their judgment.
- 1
Build the first round
Draft questions and criteria with AI, then review.
- 2
Let candidates choose when
Share the online steps without scheduling a meeting.
- 3
Make expert time count
Use the evidence to plan deeper interviews.
A bigger possibility for hiring
Hire the person. Then find their place.
What if the first question was “Do we want this person on our team?” A lighter first round can make it practical for more companies to assess talent before choosing a specific role.
First, understand their strengths against clear hiring criteria. Decide whether you want to hire them. Then explore the role and team where they can do their best work.
Start with the building blocks today.
tview brings together a screening and interview builder, candidate answers, and evidence for human review. These are the foundations for a broader approach to hiring.
The beta currently organizes applications and shortlists by project and role. Hiring across the company is the direction we want to enable; your team handles role and team matching.
Discuss hiring across your companySupport the decision.
Keep human control.
Review before you publish
Edit the pipeline, questions, and instructions before candidates begin.
Look beyond the rank
Check answers, coverage, and conflicting evidence alongside each score.
Record the reason
Pin or exclude shortlist entries with a reason your team can revisit.
Continue the conversation
Use the shortlist to plan the interviews and checks the role requires.
Build your first round. Give your team time back.
Start with 5 free screenings per month. No credit card required.