For organizationsPaste a job description. We research the role, build your hiring process and run it. Free on your first opening.
One opening, up to 50 candidates, 2 to 3 weeks. No card, no commitment.
You do not build a hiring process step by step. You give us the role, and the process arrives researched, configured and ready to approve.
Name the role and paste the job description. That is the whole brief.
You, about a minute
PanelReady researches how your company interviews for that role and level, then sets up every step: screening criteria, interview questions, pass rules and scoring weights.
PanelReady, in the background
Read the process, change or remove anything, and approve. Upload résumés and it runs.
You, about a minute
The work moves. You stay in control.
Give us the role and the job description. The steps, rules and questions are set up for you.
PanelReady researches how your company interviews for the role, then proposes every step with its pass rule, questions and weight. Review it, change or remove anything, and approve.
Candidates move through the rules and working hours you define.
Scheduled batches evaluate completed work and move candidates forward. Steps marked for approval wait for your team; provider errors leave candidates in place for a retry.
Open the rubric and understand what informed the assessment.
See written performance bands, the awarded score, answer evidence and improvement areas. Your team can inspect the reasoning instead of acting on an unexplained number.
Connect team interviews, document checks and offer steps.
Add document collection and checklist review, then an offer with terms your team approves. Phone steps need configured telephony; team scheduling needs connected calendars.
Transcript · follow-up
Interviewer: “If the buyer says you are 30% above budget and there is no manager to loop in, what do you say?”
Candidate: “First I'd ask what the 30% is compared against. Then I'd offer a phased scope as the trade-off.”
The role, criteria, focus areas and interview structure are set up from the research. You adjust anything and approve.
PanelReady conducts structured first-round interviews asynchronously and at scale.
Adaptive follow-ups respond to what candidates actually say and test the depth behind first answers.
Each report carries a competency assessment, answer-level evidence, the transcript and the recording.
Recruiters and hiring managers review the evidence and decide who moves forward.
Consistency in evaluation. Adaptability in conversation.
Every candidate meets the same role-specific structure and criteria, while follow-ups probe the substance of their own answers.
The evidence behind the score
A number alone cannot tell you what a candidate demonstrated. Expand a rubric to read the performance bands, the answer evidence and the reasoning behind the assessment.
PanelReady surfaces signals that may indicate possible AI-assisted, scripted or suspicious response behaviour, so a recruiter has more context before deciding.
Integrity signals are context for human review, not proof of cheating and never an automatic rejection.
A first round is often a candidate's first impression of your organization. Everyone meets the same structure and criteria, consistent by design.
Pick one opening you are hiring for now. Send us the job description, approve the process we build, and judge the result on your own shortlist.
Day 1
Send the role
Fill in the form with your work email, the role and the job description. We set up your workspace and email you when it is live.
Two minutes
Approve your process
Sign in. The hiring process researched for your role is built for you. Change anything, then approve.
Weeks 1 to 3
Candidates run through it
Upload résumés. Each candidate is screened, interviewed and scored, and you see who was shortlisted and why.
Wrap-up
Decide with results
We go through what the pilot measured. Continue with a written quote, or stop there.
Recruiting or staffing agency? The same structured first round works for every candidate on a mandate. Explore staffing workflows
One open role, up to 50 candidates and 2 to 3 weeks, at no charge. Your hiring process is researched and built for you. Every résumé is screened, the candidates who pass take AI interviews, and your reviewers get the reports, transcripts and recordings. We ask for no card and no commitment.
Send the form with your work email, the role and the job description. We review the request, create your workspace and email you when it is live, usually within one business day. When you sign in, the hiring process for your role is researched and built for you to approve.
No. PanelReady researches how your company interviews for the role and proposes the whole process, with each step's criteria, questions, pass rule and weight. You can change or remove any step. When you remove one, it shows what that changes and offers to re-align the steps that remain.
We go through what it measured with you. If you want to continue, you receive a written quote scoped to your roles and volume. If not, the pilot simply ends. Nothing renews by itself.
You decide how the workflow operates. Hiring steps can apply configured pass rules and automatically progress or reject candidates. Enable approval gates wherever your team should review the proposed outcomes first. Offer terms require your team’s approval before sending.
Every candidate is evaluated against the same role-specific structure and criteria. Within each question, adaptive follow-ups probe the substance of that candidate's individual answers. Consistency is in the evaluation; adaptability is in the conversation.
A static tool records a candidate answering fixed questions. PanelReady conducts a conversation: it asks follow-ups based on what was said, evaluates against role-specific criteria with quoted evidence, and adds interview-integrity context. A reviewer sees depth, not just a recording.
They are context for human review. Session signals (tab switches, window-focus changes) are logged with timestamps. A scripted-response flag comes from post-interview recording analysis and carries its confidence and reasoning. None of it is proof of anything, none of it changes a competency score, and none of it triggers an outcome.
As structured input for your review, not objective truth. They make first-round responses consistent and reviewable at scale; they are not a validated prediction of job performance, and we don't claim bias elimination. Hiring rounds can select a batch using your configured score thresholds, top count or percentage. Use approval gates where you want human review before progression.
Yes. Organizations define their own roles, questions, criteria and interview structure, or tailor interviews from a job description. Interviews run in voice, chat, recorded, or video format.
Reviewers in your organization, under your organization's access controls. Consent is captured before any recording; your organization configures its retention policy, interview audio auto-purges after the retention window, deletion requests are honored, and candidate content is not used to train foundation models.
Give us your work email, the role and the job description. We review the request, create your workspace and email you when it is live. Your hiring process is researched and built from the job description, ready for you to approve.
One opening, up to 50 candidates, 2 to 3 weeks. No card, no commitment.
For hiring teams managing recurring or high-volume first-round interviews, from growing companies to large organizations.
