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AI voice screening interviews

Screen your first wave of candidates in minutes, and you make the final call.

Send one link. Every candidate gets the same structured voice interview, whenever it suits them. Your team reviews transcripts and rubric scores, then decides who moves forward.

Talk to us See how screening works

AI-assisted screening, not a final hiring decision. Your team decides who advances.

Screening results
Example

Retail associate

First wave

Voice interview

Interviews completed

9 of 12

One link sent · Candidates answered when it suited them

  • Jordan Lee

    Completed · 9 min

    7.5/10

  • Sam Ortiz

    Completed · 11 min

    8.1/10

  • Priya Nair

    Completed · 8 min

    6.4/10

  • Alex Kim

    In progress

    Scoring after
Transcripts and rubric scores to review. Your team decides who advances.

Fictional candidates · Illustrative product view

Stop repeating the same first-round screen all day.

Let every candidate complete the same structured interview on their own time. Your team reviews the evidence and spends its time on the people worth speaking with.

Today

  • Back-to-back phone screens
  • The same questions, asked again and again
  • Calendars set the pace of hiring

With NXround

  • One link for every candidate
  • Transcripts and scores to review
  • Your calls go to the people worth speaking with

INCLUDED · SCREENING

Three steps from job opening to shortlist.

Create the interview once, send candidates one link, and review the evidence. Choose a step to follow Jordan, a fictional Retail Associate, through screening.

Step 01Included

Build a consistent first round

Choose the role, questions, and scoring criteria once. Every candidate gets the same thoughtful starting point.

Your team decides who advances.

NXround workspace
Example

Interview details

Retail Associate Interview

Retail
Interview questions4 questions · ~10 min
Tell me about your relevant customer service experience.
Describe a challenging situation at work and how you handled it.
+ Add a question
Human-reviewed scoring rubricSave template

Example data is fictional and shown for demonstration purposes.

Structured, adaptive interviews

The interviewer follows your questions and asks focused follow-ups when an answer needs more detail.

Evidence for human decisions

Review transcripts, optional recordings, rubric scores, and team notes before deciding who moves forward.

A clear next conversation

Offer follow-up slots, let candidates book, and record the outcome.

SEE A SAMPLE

What a screening interview gives your team.

The interviewer asks your questions out loud and follows up when an answer is vague. Your team gets the transcript and rubric scores tied to what the candidate actually said.

Interview excerpt

Example

Both voices are AI-generated.

  1. Interviewer

    Tell me about a time a shift got busier than planned. What did you do?

  2. Candidate

    We had a delivery arrive during the lunch rush, so I helped out where I could.

  3. Interviewer · follow-up

    What did you take on first, and how did the shift end up?

  4. Candidate

    I checked with my lead, took the register so two people could unload, and we had everything shelved before the evening crew came in.

Retail associate · screening

Jordan Lee

7.5

out of 10

  • Job relevance

    8/10

    Took the register so two teammates could unload.

  • Problem solving

    7/10

    Checked priorities with the lead before acting.

  • Relevant experience

    7/10

    Describes regular retail shifts and deliveries.

  • Consistency

    8/10

    Details match across the first answer and the follow-up.

Summary: gives a specific example with clear actions and an outcome once asked a follow-up.

AI-assisted screening, not a final hiring decision. Your team decides who advances.

Fictional candidate · Illustrative product view

Premium

Add onboarding when you’re ready to hire.

Screening works on its own. When you make an offer, the premium onboarding option carries the same candidate through documents, handbook training, and a Day-1 readiness check.

No job board or full ATS migration required.

Ask about onboarding
Day-1 preparation
Premium

Retail associate

Jordan Lee

Onboarding

Screening advanced · Follow-up passed

Required items complete

75%

3 of 4 complete · Start time confirmed

  • Arrival policy acknowledged
  • Uniform size submitted
  • Welcome training passed

Next: review the orientation form

Jordan uploaded it. The hiring team needs to approve it before final clearance.

Not cleared yet. Readiness needs a human decision.

Premium feature · Fictional candidate · Illustrative product view

Step 04Premium

Give every new hire a clear plan

Prepare a role-specific packet with document requests, acknowledgments, written questions, and first-day details. Invite the candidate through a private link and set reminders for unfinished tasks.

Training approval and final clearance stay with your team.

NXround workspace
Example

Jordan’s onboarding packet

Retail starter template

Orientation formUpload for team review
Arrival policyRead and acknowledge
Uniform sizeWritten response
Welcome trainingLesson + quiz

First day · Monday, October 5 · 9:00 AM

America/New_York · Check in with Morgan at the red door on the left.

Example: reminders every 3 days for unfinished candidate tasks.

Example data is fictional and shown for demonstration purposes.

LET’S WALK THROUGH IT

Start with screening. Add onboarding when you need it.

Talk to us about your roles and your interview process.

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