Interview everyone. Decide with the evidence in front of you.
Criterio Talent interviews every candidate by voice and video, whenever they can take it and several at once. It follows up when an answer falls short, and returns a report where every conclusion opens on the verbatim sentence holding it up. From a frontline vacancy to a management role: what changes is the script, not the tool.
Thirty minutes on a role of yours. We answer the same day.
I got procurement and the plant in a room the same day, documented the impact on the line, and brought two costed alternatives before escalating to the director.
Your team stops running the same interview over and over.
The work that goes away is not interviewing. It is aligning calendars, holding the same conversation thirty times, and reconstructing afterwards who said what.
Aligning three calendars for a twenty-minute call.
The interview happens when the person can, and your team reads it when it can.
Interviewing only whoever fits into the week.
Interviewing everyone, and spending the week deciding who is worth meeting in person.
Holding the same first conversation thirty times.
Spending experienced judgement where it actually changes the decision.
Comparing impressions formed by different people in different weeks.
Comparing answers to the same script, assessed against the same rubric.
Reconstructing a two-month-old conversation from memory.
Opening the verbatim sentence, with its turn and its minute, and hearing it if needed.
Leaving people waiting until someone on your team frees up.
Letting the process move without depending on a gap in anyone’s calendar.
None of this replaces the interview with the person who will be their manager. It brings it forward, and makes that conversation start with the file already read.
Four steps, and the first one takes an afternoon.
From the job post to the first links in candidates’ hands, in an afternoon. The rest — the later rounds, the integration with your ATS, permissions by area — gets configured on top of a process that is already running.
The interview is defined
The job post produces the definition with its competencies and levels. It is adjusted in conversation and stays versioned.
The links are issued
Each person gets their individual link. You send it wherever you already talk to your candidates, or your ATS does through the API.
The interview happens
By voice and video, whenever the person can, with follow-ups and with their prior consent.
The report arrives, and gets compared
Assessment per competency with its evidence, candidates side by side, and a decision taken by a person.
Paste the job post. The interview writes itself, and you fix it by talking.
There is no builder to learn. The role text produces a definition with competencies, items and levels; whatever does not fit gets adjusted in conversation, and removing something asks for confirmation first.
Maintenance Supervisor — North Plant
Responsible for a team of 14 technicians. Coordinates planned shutdowns with production, manages critical suppliers, and answers for the plant’s safety indicators.
Requirements: engineering degree, 5 years in manufacturing, experience with contractors.
It is not a form with a voice.
When an answer stays on the surface, the interview digs. It follows the script your team defined and adapts the follow-up to what it just heard — and it knows when to stop pushing.
Tell me about a time a supplier failed to deliver and you had to respond.
Yes, we once had a serious problem with a supplier and we sorted it out between all of us.
There is a situation, but no action of their own and no outcome. No level can be assigned from that.
What did you do that same day, and what happened with that supplier afterwards?
I got procurement and the plant in a room the same day, documented the impact on the line, and brought two costed alternatives before escalating to the director.
Every conclusion leads to the sentence holding it up.
From the verdict to the fragment, and from the fragment to the recording. Whoever reads the report can check for themselves whether the conclusion is sound, without asking anyone to explain it.
The conversation that does need your team: the one where the decision gets made, with the evidence in front of them and nothing reconstructed from memory.
Convenes the parties the same day, quantifies the impact, and escalates with costed alternatives. Describes no follow-up afterwards, which is what separates level 3 from level 4.
I got procurement and the plant in a room the same day, documented the impact on the line, and brought two costed alternatives before escalating to the director.
What appears in quotation marks is not what the model wrote: it is the literal slice of the transcript. An invented quote cannot be published, because there is nowhere to cut it from.
This is not a sift. It is the interview, at the depth the role asks for.
The same platform runs a short, focused conversation for a frontline vacancy and a demanding interview for a management role. What changes is what gets asked: up to twelve competencies with their own criteria, role simulations, and follow-ups that push for the detail.
| Type of role | How the interview is configured |
|---|---|
| Frontline and high volume | Few competencies, a short conversation, and many people interviewing at once. |
| Specialised and technical | More items per competency, and follow-ups that ask for the decision rather than the summary. |
| Management | Competencies about leading and about conflict, with more time for each answer. |
| Broad responsibility | Several rounds, and a role simulation where the case weighs more than the résumé. |
Four candidacies for the same role, the same night
| Started | Candidacy | Round | Status |
|---|---|---|---|
| 23:41 | C-0412 | First round | Finished |
| 02:18 | C-0418 | First round | Finished |
| 06:05 | C-0421 | Technical round | Finished |
| 07:30 | C-0426 | First round | In progress |
Several rounds. One candidacy.
A role carries as many rounds as your process needs, in the order you define, each with its own name and its own interviewer. The same person walks through them without becoming three different candidates, and every interview stays marked with the round it was answered in.
First round
Its report, with the evidence behind it, already lives in this file.
Technical round
The person received their link and has not answered yet.
Round with the director
When someone on your team invites them, their link is issued at that moment.
Illustrative example. Your team sees the person’s whole path in a single file.
Renaming or reordering a round does not rewrite history: an interview already answered keeps the name it was answered under.
The system in charge today stays in charge.
Criterio Talent is not here to replace your ATS. It receives the role and the candidate, runs the interview, and returns the report where you expect it, without anyone exporting, pasting or retyping anything.
Your role and your candidate
Your system syncs the role along with its rounds and requests one person’s interview. The request carries an idempotency key: a retry after a dropped connection does not produce two interviews.
The interview
The person enters through their individual link, whenever they can. Nobody on your team has to be present or on standby.
The report, into your system
Eight signed events trace the life of the interview, and the report is retrieved through the same API with the evidence behind it.
- Each company operates in its own space, with its own brand, privacy notice and retention period — down to the name the candidate hears at the start.
- An agency, or a group with several brands, runs all of its companies from one account without one company’s settings reaching another.
- Permissions by role and by vacancy: reading a report is not the same as downloading a recording.
Answered before they ask.
Without eating the commercial conversation.
- Each client operates in a separate environment, with its own credentials and its own domain.
- Mandatory second factor, permissions by area and by role, and a log of access and downloads.
- The candidate expressly accepts before a single second is recorded, and the retention period enforces itself.
Go to your company’s instance.
Each client operates on its own subdomain. Type your company’s and we take you straight there.
Not sure which one is yours? Your company’s account administrator has it.
If the button does not respond because JavaScript is disabled in your browser, the address can be typed straight into the address bar:
https://company.criteriotalent.com
See it with a role of yours on the table.
Thirty minutes: an interview is defined from your job post, walked through the way the candidate sees it, and a report is read with its evidence.
We answer the same day.