AI Interviewer

AI that interviews like you do

Identify top talent faster with AI agents that listen, ask follow-ups, and score against a clear rubric, so qualified candidates get a fair shot without adding recruiter hours.

Meet the agents

What changes when you use AI Interviewer

Get to a shortlist faster

Review the results and move candidates to the next step without scheduling another phone screen.

Make reviews consistent

Everyone is scored the same way on the same scale, so decisions are easier to explain.

Increase recruiter coverage

More applicants are considered with the same team, even when volume spikes.

Run smarter interviews

The expert-trained AI interviewer agent gathers the insights your hiring managers need so they can spend time diving deep.

Meet your AI Interviewer agents

Brief, human-style interviews—tailored to role, seniority, and context. Pick an agent, get signal fast.

Matt Thompson

Great for evaluating sales talent and communication skills.

Nina Santos

Digs deeper into candidates’ skills and experience in accounting, budgeting, and forecasting.

Meredith Langford

Creative-minded interviewer assessing storytelling, brand vision, and cross-channel execution.

Marcus Caldwell

Great for reviewing accuracy, compliance, and attention to detail.

Emily Prescott

Great for general screening and learning about candidates’ backgrounds and goals.

Tom Bennett

Great for evaluating prospecting skills and sales potential.

Simone Clarke

Great for assessing product thinking, collaboration, and problem-solving.

How it works

Use AI Interviewer as the first pass after someone applies. Then let people make the decision.

Painless deployment

Define the role your way

Bring your job description and preferences. We’ll map your skills, competencies, and priorities to a clear 1–5 scale and keep your language.

Tune it for the job

Set agent tone and focus areas. The AI interviewer asks follow-ups to deepen answers.

Pilot and agree

We can run side-by-side scoring with your reviewers, plus an adverse impact study on the pilot to ensure fairness.

Launch with confidence

Every candidate gets the same structured first round and in-depth report integrated within existing systems and ATS.

The results speak for themselves

CodeSignal customers improve speed, quality, and confidence across every stage of the skills journey at scale.

0 %

of applicants preferred an AI recruiter

0 %

increase in job starts

0 %

stronger 30-day retention

0 %

increase in job offers

Why teams choose CodeSignal

What makes our AI interviewer different?

Calibrated to your reviewers

Our I/O psychologists compare the AI’s ratings with your reviewers’ and tune until results are on-par with your team.

Built for your roles

Questions and follow-ups focus on the skills you hire for—Sales, Support, Engineering, and more.

Decisions stay human

You get a skills report and transcript with no AI black box, and your team decides who moves forward.

Good for candidates

A quick, structured first chat with clear next steps. Every AI agent is available 24/7 for candidates.

Fraud prevention and AI cheating detection

Model-agnostic

Your data isn’t used to train models

Limited PII

SOC 2

Audit trail on every interview

Human-in-the-loop

Real teams getting real results

Discover how Instacart, Nextdoor, and other innovators use CodeSignal to hire smarter, learn faster, and grow stronger.

By incorporating CodeSignal into our process and having a large number of folks opt into it, either passive candidates or applicants, we’re able to free up roughly 40 to 60% of our engineers’ time.

Michael Leggett

Tech Recruiter at Outreach

Partnering with CodeSignal has helped us to manage a very high volume of interest from candidates in our process and quickly assess their technical acumen, without using a ton of engineering hours.

Nadia Abouzaid

Head of Diversity Talent Programs at Asana

CodeSignal’s experiential learning platform fast-tracks skill mastery beyond what’s possible with traditional methods. It’s next-gen AI learning done right.

Josh Bersin

Josh Bersin Company

Partners & Integrations

All of your favorite tools, connected

Our ecosystem of partners and integrations makes it easy to streamline your processes.

Book a demo

Bring AI Interviewers to your team

Resources

View all resources

Best Practices For Ensuring Your Assessments are Effective Over Time

How to streamline your SDR hiring process cover

Infographic: How to Streamline Your SDR Hiring Process

AI for Talent Teams: What to Do First (and What to Do Next)

Frequently asked
questions

Does CodeSignal’s AI Interviewer decide who gets hired?

No. The AI runs a short, structured interview and produces an in-depth skills report + full transcript with rationale. Humans review and make the decision—always.

How long is a typical AI phone screen?

Typically 15 minutes, but fully configurable to your needs. You can set time limits per role (e.g., 10–20 minutes) to balance candidate effort with the signal you need.

How does CodeSignal align AI scoring with our reviewers?

We run a pilot to calibrate the AI agent: your reviewers score the same interviews, our I/O team compares and tunes, then we lock the rubric for consistent scoring.

How does CodeSignal prevent bias in AI interviews?

Interviews use the same rubric and scale for every candidate and generate transparent rationale. We support adverse impact study, maintain logs for audit, and follow IO-validated, job-related criteria. You keep human-in-the-loop controls at every step.

Can the AI go off-script or hallucinate during interviews?

Agents are bound to your rubric and context, with guardrails (input sanitization, context isolation, rate-limits) and human oversight. Follow-ups stay within the competencies you define; transcripts let you see exactly what was asked.

Is CodeSignal AI Interviewer customizable or template-based?

Both. Most teams start custom (your competencies, tone, and follow-ups) and can use role-specialized Interview Agents as a starting point. We map your competencies to a clear scale and keep your language.

Where does an AI interview fit in the hiring process?

Use it as the first pass after applying for volume roles, as a customer-facing screen before role-plays, for Support/Ops scenarios, or as an engineering behavioral screen before technical rounds. It delivers a decision-ready shortlist.