Candidate Screening
50 candidates. Zero scheduling calls.
average recruiter time spent on initial phone screens per open role, before a single qualified interview.
The Problem
Screening calls are necessary but brutal at scale. Thirty minutes per candidate means days of recruiter time before a single qualified interview. And the process is inconsistent — different recruiters probe different things, surface different signals, and reach different conclusions.
How It Works
Write the screener
Define the role requirements, must-have experience, and what a strong answer sounds like.
Candidates self-schedule
They receive a link and complete the voice screen at their convenience — no recruiter present.
Review the ranked results
Transcripts and scores are ready before your morning coffee. Spend your time on the people worth interviewing.
What Decibl Scores
Role fit
Does their background and experience match what the role actually requires?
Communication
Are they clear, structured, and concise — or rambling and hard to follow?
Motivation
Do they understand the role and company, or is this clearly a spray-and-pray application?
Culture alignment
Do their values and working style match the team's environment?
Example Scenario
Mid-level software engineer screen
A structured 15-minute voice screen covering technical background, past projects, motivations for the role, and working style.
Other Use Cases
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RISK & COMPLIANCECompliance Roleplay
AI compliance training through scenario-based roleplay. Auditable, scored sessions that build real judgment — not just quiz scores.
PRODUCT RESEARCHUser Research
AI-moderated user research interviews at scale. Consistent, scored, and bias-free — without the scheduling overhead.
Ready to build your first candidate screening agent?
Takes 5 minutes to set up. No calls to schedule, no software to install.