HireQwik
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Evidence-backed resume scores, adaptive AI voice interviews and one ranked shortlist, in hours instead of weeks. Built for high-volume hiring.
JD in → AI-drafted screening setup → evidence-backed resume scores → self-scheduled AI voice interviews → a ranked, verdict-ready shortlist.
A live five-minute screening call with the AI interviewer, in your browser. Your own scorecard by email right after.
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 | 1,300 interview slots a day |
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.