AI interviews with a realistic avatar interviewer
CareerGraph interviews your candidates for you. A photoreal AI interviewer asks your questions over live video, the answers are scored against your own rubric, and the whole session comes back as a proctored, shareable report. No scheduling calls, no interviewer rota, no gut-feel shortlist.
Already running interviews? Open the recruiter dashboard.
50
candidates per invitation batch
23
interview languages
100
point integrity score per session
5
ATS integrations plus custom
How an AI interview runs
Four steps from an open role to a scored shortlist. Everything after step two happens without a recruiter in the room.
Set up the interview
Pick the role, choose between 2 and 15 questions, and either let the AI write them from the job description or paste your own. Set the time per question, the difficulty, the language, and how many retakes a candidate gets.
Invite the candidates
Send one invitation or paste a whole list. Every candidate gets their own secure interview link and a deadline, and the recruiter dashboard tracks who was invited, who finished, and who still needs a nudge.
The AI runs the interview
The candidate joins in the browser, warms up with a short conversation, then answers each question while an on-screen AI interviewer listens and responds. The session is recorded and proctored throughout.
Review, score, and decide
Every answer is scored against your rubric with an integrity score alongside it. Play back the video, leave notes for your team, compare shortlisted candidates side by side, and share the report.
What comes with AI interviews
Every part of the first round, from the invitation to the shortlist, in one platform.
Realistic AI avatar interviewer
A photoreal interviewer streamed to the candidate over WebRTC, with lip sync and body movement driven by the interview audio. It runs in the browser with no download or plugin, and it falls back to the illustrated interviewer if the connection cannot be established.
Custom scoring rubrics
Define the criteria that matter for the role and weight them so they total 100. Every answer is graded against that rubric, so shortlists come from one standard instead of interviewer memory.
Bulk interview scheduling
Paste up to 50 candidate emails per batch and send every invitation at once, each with its own secure link and deadline.
Question library and templates
A system question bank across eight role categories, three difficulty levels, and six competencies, plus your own private questions saved and reused as interview templates.
Interview personas
Choose the interviewer your candidates meet: appearance, voice, and default avatar per organization, so a technical screen and a customer service screen do not have to feel identical.
Team collaboration
Invite recruiters and hiring managers with role-based permissions, leave notes on a candidate, email the report, and share a read-only link with a stakeholder who has no login.
ATS integrations
Connect Greenhouse, Lever, Workday, BambooHR, iCIMS, or your own endpoint so invitations and completed interviews move with the rest of your pipeline.
Proctoring built in
Tab switches, window blur, fullscreen exits, paste attempts, and extra faces on camera are all recorded, scored, and surfaced on the report.
Reports and analytics
Per-question scores, full transcripts, video playback, and organization-wide interview analytics in the recruiter dashboard.
A realistic AI interviewer, not a question form
Most one-way video tools show the candidate a text prompt and a recording light. CareerGraph puts a person on the screen. The interviewer appears as a photoreal avatar streamed live to the candidate, asks each question out loud, and reacts while they answer, which is why candidates treat it like an interview rather than a form.
The avatar is a visual layer over the interview logic that was already there. The questions, the timing, the scoring, and the recording all work the same whether the realistic interviewer is switched on or not, so nothing about your process depends on it.
- Streams to the candidate over WebRTC in any modern browser, with no download, plugin, or app install.
- Lip sync and gestures are driven by the interview audio, so the face and the voice stay in step.
- The candidate hears exactly one voice. The avatar is a visual layer over the interview, not a second speaker.
- Each organization can upload its own interviewer photo, or use the stock interviewer that ships with the platform.
- If the video stream cannot connect or drops mid-session, the interview continues with the illustrated interviewer rather than failing the candidate.
Score every candidate against your rubric
A shortlist is only as good as the standard behind it. Write the criteria your role actually needs, weight them, and let every answer be graded against the same thing, whoever the candidate is and whenever they interviewed.
How AI interview scoring works- Build rubrics from named criteria, each with a weight and a description, validated to total 100 percent.
- Save one rubric as the default for the organization and override it per role when a position needs something different.
- Every answer is scored individually, and the report shows the score next to the transcript of what the candidate actually said.
- Shortlisted candidates can be pulled into a side-by-side comparison with letter grades so the decision is made on like-for-like evidence.
Invite one candidate or fifty
The slowest part of a first round is usually finding a time everybody can make. An AI interview removes the calendar entirely: the candidate takes it when they can, before the deadline you set.
How AI interview scheduling works- Up to 50 candidates per batch, with duplicate addresses removed before anything is sent.
- Every invitation carries a signed, single-candidate link that expires with the interview deadline.
- Live interviews and self-paced asynchronous interviews both run from the same setup.
- Set the retake policy, from no second attempts up to five, so candidates hit by a bad connection are not written off.
- The invitation names your company and the role, and the interview the candidate opens carries your organization logo and brand color.
Ask the same questions every time
Structured interviews only work if everyone gets the same questions. Build the set once, in a library your whole team draws from, and pick the interviewer persona that fits the role.
- System questions across software engineering, product management, sales, marketing, finance, customer service, leadership, and general categories.
- Filter by easy, medium, or hard difficulty and by competency: problem solving, communication, leadership, teamwork, adaptability, or technical.
- Add your own questions and keep them private to your organization, sitting alongside the system bank in the same picker.
- Save a full interview setup as a template, including questions, voice, language, and timings, then reuse it for every opening on that role.
- Interviews run in 23 languages, including Cree, with six interviewer voices to choose from.
Hiring across regions? Interviews run in 23 languages with six interviewer voices, and the reports come back in one consistent format for the whole team.
Hiring decisions are made by teams
An interview report is worth very little if the hiring manager cannot see it. Notes, email reports, and share links keep the discussion attached to the candidate rather than scattered across inboxes.
- Add recruiters, hiring managers, and interviewers to your organization with role-based permissions over who can view and manage interviews.
- Leave notes on a candidate that the rest of the hiring team can read, attributed to whoever wrote them.
- Email a formatted interview report, with the average score and a per-question breakdown, straight to a stakeholder.
- Generate a read-only share link for someone with no CareerGraph login. Links expire after 30 days.
Works with the ATS you already run
Connect an integration once with your API key, stored encrypted, and interview activity flows alongside the rest of your pipeline instead of living in a separate tool.
Greenhouse
Sync interview invitations and completed reports with your Greenhouse pipeline.
Lever
Keep candidate stages in Lever aligned with interview completion and scores.
Workday
Feed AI interview results into Workday for enterprise recruiting workflows.
BambooHR
Connect with a subdomain and API key so results land against the right BambooHR record.
iCIMS
Push interview outcomes into iCIMS without exporting spreadsheets.
Custom endpoint
Point the integration at your own system when you do not use one of the above.
Know how the answer was produced
An unsupervised interview is only useful if you can trust it. CareerGraph watches the session for the signals that matter, scores them, and puts the result on the report so a reviewer can judge a strong answer in context rather than taking it at face value.
- Tab switching, window blur, and fullscreen exits are treated as major events and cost 20 points from a 100-point integrity score.
- Paste attempts, copy shortcuts, and right-clicks are blocked outright and logged as minor events.
- The camera feed is checked for more than one face and for the candidate looking away from the screen.
- In a live interview a second major violation ends the session automatically. Self-paced interviews record the violations and let the reviewer judge.
- Every event is timestamped against the question the candidate was answering, so the report shows exactly when it happened.
Everything the interview produced, in one report
The report is what your team actually works from, so it carries the evidence rather than a single number.
Per-question scores
Each answer graded against the rubric, with the score shown beside the transcript it came from.
Video playback
Recorded answers played back in the report, so nothing has to be taken on trust.
Integrity summary
The proctoring score with every flagged event timestamped against the question in progress.
Organization analytics
Interview volume, completion, and outcomes across roles in the recruiter dashboard.
AI interview questions, answered
What is an AI interview?+
An AI interview is a first-round interview run by software rather than a person. On CareerGraph the candidate joins a browser-based video session, a realistic AI avatar interviewer asks your questions, and the answers are recorded, transcribed, and scored against your rubric. Your team reviews the result whenever it suits them instead of coordinating a live call.
How does the realistic AI avatar interviewer work?+
The interviewer is a photoreal avatar streamed to the candidate over WebRTC. Its lip sync and gestures are generated from the interview audio, so the face moves in time with the question being asked. It runs in any modern browser with no download or plugin, and if the video stream cannot connect the interview continues with the illustrated interviewer instead of failing.
How are candidates scored in an AI interview?+
You define a scoring rubric of named criteria with weightings that total 100 percent. The AI grades every answer against that rubric and the report shows the score beside the transcript of the answer it came from. Shortlisted candidates can be compared side by side with letter grades so the same standard is applied across the whole pipeline.
Can I interview many candidates at once?+
Yes. Paste or upload up to 50 candidate emails per batch and every invitation goes out at once, each with its own secure link and deadline. The recruiter dashboard tracks who was invited, who has completed the interview, and who is still outstanding.
Can I use my own interview questions?+
Yes. Choose from the system question library across eight role categories, three difficulty levels, and six competencies, add your own private questions, or paste a list written from scratch. Save the whole setup as a template and reuse it for every opening on that role.
What languages do AI interviews support?+
Interviews run in 23 languages, including Cree, with six interviewer voices to choose from. Scoring and reports come back in a consistent format so a distributed hiring team reads the same output regardless of the language the interview was held in.
How does CareerGraph stop candidates from cheating?+
Interviews are proctored. Tab switches, window blur, fullscreen exits, paste attempts, and right-clicks are detected, and the camera feed is checked for extra faces and for the candidate looking away. Each event costs points from a 100-point integrity score shown on the report, and in a live interview a second major violation ends the session automatically.
Does CareerGraph integrate with our ATS?+
CareerGraph connects to Greenhouse, Lever, Workday, BambooHR, and iCIMS, and a custom endpoint option covers anything else. API keys are stored encrypted, so interview invitations and completed reports flow alongside the rest of your pipeline.
Can candidates take the interview on their own schedule?+
Yes. Asynchronous interviews let a candidate start whenever they like before the deadline, which is what most teams use for high-volume screening across time zones. Live interviews are available for later rounds where the stricter proctoring rules apply.
Do candidates need an account to be interviewed?+
No. A candidate opens the link from their invitation email and joins the interview in the browser. Nothing to install, no account to create, and the link is tied to that one candidate.
Keep reading
AI interview scoring
How rubrics, weightings, and integrity scores turn interviews into a comparable shortlist.
AI interview scheduling
Bulk invitations, deadlines, retakes, and the difference between live and self-paced interviews.
CareerGraph Enterprise
Team management, branding, credits, and everything else that comes with an organization account.
Enterprise use case
How large, multi-region hiring teams standardise evaluation across departments.
Staffing agencies
Screening high volumes of candidates for multiple clients without adding recruiter hours.
Pricing
Plans for individuals and organizations, including interview credits for hiring teams.
Put your next first round on autopilot
Set up an organization, invite your first batch of candidates, and review scored interviews the same week.