How AI Interviewer works in Hiring?

The Shift in Reality

Hiring used to start with conversations.

A recruiter would scan 100s of resumes, shortlist a few candidates, and pick up the phone to understand who might be worth moving forward.

Today, that model has quietly collapsed.

Thanks to AI-written resumes, almost every profile looks polished, keyword-rich, and “perfect” on the surface.

The result is not better hiring. It is more guessing.

Hiring didn’t become harder. Filtering did.

This is the reality that gave rise to a new layer in modern hiring systems: the AI interviewer.

Because AI problems demand AI solutions.

What Is an AI Interviewer?

An AI interviewer is a system that conducts first-level candidate interviews automatically, without requiring a human interviewer to be present.

Instead of recruiters manually calling every candidate, an AI interviewer:

• Asks role-specific interview questions
• Collects candidate responses through asynchronous video
• Evaluates those responses against predefined parameters
• Produces structured interview reports

In simple terms:

An AI interviewer runs the first round of interviews before recruiters step in.

It does not replace final interviews.

But handles the early evaluation layer so recruiters can start with informed data rather than raw resumes.

Why Do AI Interviewers Exist?

AI interviewers exist because the traditional early-stage hiring workflow no longer scales.

Most recruiters today face three structural problems:

#1 Resume Screening Is Unreliable

Resumes no longer reflect true capability.
They reflect how well someone can use AI tools.

Two candidates can look identical on paper or phone calls but perform very differently in real work.

Recruiters know this, but they still have to start with resumes because there is no alternative signal.

#2 Phone Screening Doesn’t Scale

Calling candidates one by one to verify basics:

• Role fit
• Interest
• Availability
• Communication

consumes enormous time.

As hiring volume increases, quality inevitably drops.

#3 First-Level Evaluation Is Low-Leverage Human Work

Recruiters are highly valuable when they:

• Make decisions
• Build relationships
• Close candidates

They are not most valuable when they are repeating the same introductory questions dozens of times every day.

AI interviewers exist to remove this low-leverage work from human hands.

How does Talowiz AI Interviewer Work? (Step-by-Step)

Talowiz uses AI interviews as part of a broader pipeline-building system. The goal is simple: validate candidate readiness before any human interaction happens.

Here is how it works.

Step 1: Role Setup

When a role is created in Talowiz, the system automatically generates role-specific interview questions based on the job description.

Recruiters can:

• Review the generated questions
• Edit them
• Add their own questions if needed

• Add evaluation criteria

This ensures interviews are aligned to the actual role, not generic templates.

Step 2: Candidate Invitation

Once candidates fill up the smart forms, they are invited to complete an asynchronous video interview.

The entire process is self serviceable.

Candidates can record responses on their own time, without scheduling calls.

Step 3: Asynchronous Video Interview

Candidates respond to each question through recorded video within a definite time set by you.

This allows Talowiz to capture:

• What candidates say
• How they explain
• How they structure their thoughts
• How they communicate

Not just what appears on a resume.

Step 4: AI Evaluation

Talowiz analyzes each response against parameters defined for the role.

The system evaluates content quality, communication clarity, structure, and relevance.

Step 5: Report Generation

After completion, Talowiz generates a structured interview report that is automatically attached to the candidate profile inside the pipeline.

Recruiters receive:

• Overall scorecard
• Parameter-wise scores
• Written summary
• Skill-wise ratings
• Transcript
• Red flag indicators
• Overall recommendation

Recruiters can also filter candidates inside the pipeline using these scores.

By the time a recruiter opens a profile, they are not looking at a raw resume.

They are looking at the evaluated signal.

See Talowiz AI interviewer in action

AI interviewers are becoming the new first round of hiring.

Not as a feature.
Not as an experiment.
But as infrastructure.

Talowiz uses AI interviews to validate candidate readiness before recruiters step in, so hiring starts with signal, not noise.

See Talowiz AI Interviewer in action. Schedule a Call