HireQwik
HireQwik
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HireQwik reads every resume against your JD with per-requirement evidence, interviews shortlisted candidates in structured 15–20 minute AI voice conversations, and hands your team a ranked, evidence-backed shortlist. Communication-first screening — not keyword matching.
JD in → AI-drafted screening setup → evidence-backed resume scores → self-scheduled AI voice interviews → a ranked, verdict-ready shortlist.
Every ATS is a pipeline tool that screens poorly. Resumes get keyword-matched, video submissions scare off your best candidates, and recruiters still read everything.
HireQwik is the screening layer in between: it understands your JD, gathers evidence for every requirement, and speaks with every candidate — then feeds a ranked shortlist back into whatever you already use. No rip-and-replace.
From raw applicant list to defensible shortlist — resume screening, voice interviews, and structured verdicts working as one pipeline.
Upload a JD or screener document. HireQwik derives knockout rules and a scoring rubric, then scores every resume against it — with per-requirement evidence quoted from the resume, seniority-band checks, and relevance-aware experience weighting. Not keyword counts.
A structured 15–20 minute conversation that probes real experience in real time. Knockout questions fire first, follow-ups adapt to answers, and every claim is transcribed verbatim. Candidates talk — no scripted video recordings to prepare.
Strong Go · Go · Hold · No Go — every candidate lands in a calibrated tier with the full recording, transcript, and per-question evidence attached. Your team reviews the top of the funnel, not all of it.
Connect your intake once. Every campaign after that runs itself — your team steps in only where judgment matters.
Adjust the inputs to match your hiring volume. Based on pilot-measured review rates: roughly 1.4 HR hours per 200 profiles reviewed manually.
Want the cost math for your volume? That's a 30-minute conversation — book a demo.
Nine dimensions of high-volume hiring, side by side. All figures drawn from live enterprise pilots.
| Dimension | Manual process | With HireQwik |
|---|---|---|
| Screen 3,000 profiles | 18 hours (2 full days) | 1–2 hours (dashboard) |
| End-to-end screening phase | 6–10 working days | 1–2 working days |
| Communication assessment | Video submission · 50% drop-off | 15–20 min conversation |
| Applicant pool | ~3,000 (video friction) | ~6,000 |
| Filtering accuracy | Low auto-reject, manual review of all | 60%+ auto-rejected, with evidence |
| Scripting risk | High — GPT resumes & videos | Low — real-time probing |
| Screening output | Subjective notes, no structure | Strong Go · Go · Hold · No Go |
| Audit trail | Memory and gut feel | Recording + transcript + evidence |
| Scaling a hiring surge | Requires more headcount | 200+ concurrent interviews |
Feedback from the enterprise HR teams running HireQwik in production.
“HireQwik turns a four-day screening exercise into four hours of focused review. It has fundamentally changed how we think about the first round.”
“Setting up the campaign took ten minutes. Within 48 hours I had a ranked shortlist — no resumes to read, no scheduling calls. Just candidates worth interviewing.”
“We run high-volume hiring at scale. HireQwik screened our candidates end-to-end and gave us a ranked shortlist we could actually trust — without adding headcount.”
From months of production screening and weekly reviews with enterprise HR leads.
“Instead of it being a four-day thing, it comes down to four hours. So it is like ten times faster.”
“If I have 1,000, can it reject 600 people? If rejections are less, I have to look at the same profiles again.”
“Top candidates won't record themselves. But if it's a meeting, 15–20 minutes, they will just interact. They don't have to prepare a script.”
Thousands of candidates screened end-to-end across engineering, GTM, customer success and support roles — resume screening plus voice interviews, calibrated weekly against real hiring-round outcomes with the HR teams using it.
Book a 30-minute demo — bring a live JD and we'll screen against it. Then start with a pilot on your own candidates before committing to anything.