AI app for human resources · no coding needed
Transparent candidate screening and shortlist workbench
Reduce screening and shortlisting effort while keeping every score traceable to evidence.
Made for: Recruiters and hiring managers screening candidates for defined roles
What it does for you
The problem
Candidate screening, interviews, scoring and shortlisting are split across several rented tools, so evidence and decisions are hard to trace.
What it gives you
Reviewer-approved ranked shortlist linked to transcript evidence
What you give it
Role intakecandidate applicationsinterview recordingsassessment criteria
Build your own version of DeepMate, Foundire and more
One app with what these 7 AI tools do, yours to keep and change: DeepMate, Foundire, Equip AI Interview, hiring.studio, Lavalier AI, Potis 2.0, Potis.AI.
Everything these tools do, in one app
- AI candidate screening Automatically evaluates and ranks applicants based on skills and experience.Found in hiring.studio
- AI interviews Conducts automated interviews with candidates, often asynchronously.Found in Foundire, Equip AI Interview, Potis 2.0 and 1 more
- Multi-format responses Allows candidates to answer in text, audio, or video formats.Found in Equip AI Interview
- Custom evaluation prompts Lets recruiters set prompts to guide AI scoring.Found in Equip AI Interview
- Automated ranking Ranks candidates automatically to identify top performers.Found in Equip AI Interview
- Quiz creation Enables creation of tailored quizzes for different roles.Found in Equip AI Interview
- Decision-ready scorecards Generates scorecards with transcripts and highlighted evidence.Found in Foundire
- Global talent search Searches a large database of professional profiles for sourcing.Found in Foundire
- Live interview copilot Provides real-time prompts and structured notes during interviews.Found in Foundire
- End-to-end hiring workflow Links sourcing, interviews, offers, and background checks in one platform.Found in Foundire
- Automated interview scheduling Schedules interviews automatically with calendar integration.Found in hiring.studio
- Customizable evaluation templates Provides templates to standardize candidate assessments.Found in hiring.studio
- Collaborative hiring tools Allows team members to share feedback and rate candidates.Found in hiring.studio
- Analytics dashboard Offers insights on recruitment metrics and bottlenecks.Found in hiring.studio
- Role intake and competency mapping Guides defining key competencies for a role.Found in Lavalier AI
- Interview scripting and live guidance Auto-generates questions and follow-ups to keep interviews on track.Found in Lavalier AI
- Transcription and timestamped quotes Converts speech to text with links to original transcript for verification.Found in Lavalier AI
- Evidence-linked summaries Provides AI-generated highlights tied to specific moments in the conversation.Found in Lavalier AI
- Candidate comparison Shows side-by-side views to evaluate candidates against the same criteria.Found in Lavalier AI
- Behavioral assessments Uses models like STAR to evaluate candidate responses to scenarios.Found in Potis 2.0
- Interview recording and summaries Records interviews and provides summaries for consistent comparison.Found in Potis 2.0
- Remote hiring support Adapts to different accents and languages for remote teams.Found in Potis 2.0
- Candidate engagement Keeps candidates engaged throughout the hiring process.Found in Potis 2.0
- Data visualization Displays candidate performance as a heat map for quick analysis.Found in Potis.AI
- Custom feedback Delivers personalized advice to each applicant.Found in Potis.AI
- Integration and teamwork Integrates with existing workflows and APIs for team access.Found in Potis.AI
How it works, step by step
- Capture role intake and map key competencies
- Screen and rank applicants against stated skills and experience
- Run asynchronous AI interviews with text, audio or video answers
- Apply recruiter-set evaluation prompts and templates
- Generate role-specific quizzes and behavioral assessments
- Schedule interviews with calendar integration
- Transcribe interviews with timestamped quotes
- Produce decision-ready scorecards with highlighted evidence
- Support live interviews with prompts and structured notes
- Compare candidates side by side against the same criteria
- Collect collaborative team feedback and ratings
- Search permitted talent sources for sourcing
- Show performance and pipeline analytics
- Send personalized feedback to applicants
- Compare the reviewed result with the recorded baseline and value assumptions
- Capture corrections and named-owner approval before consequential use
- Export a versioned reviewer-approved ranked shortlist linked to transcript evidence with source references and unresolved questions
Build it yourself with your AI system
Build this app yourself, no coding needed
Start with a quick version you can try in a few minutes. Like it? Then build the full app by copying and pasting our step-by-step instructions: everything is prepared for you.
Sign in to see how to build it yourself
Build a quick version to try, or get the full app pack for Transparent candidate screening and shortlist workbench with the step-by-step building instructions. You don't need any technical skills: you copy, paste and answer a few questions. Both are included in the membership.
4 Have it built for you days to a few weeks
Rather not do it yourself, or want it fully tailored to your data, your way of working and your brand? Nexibeo builds Transparent candidate screening and shortlist workbench with you.
What's in the app pack
Included in the Complete AI Training membership.
- The building instructions your AI follows, step by step
- The questions your AI will ask you about your business before it starts
- A clickable demo you can open in your browser, to see how it should work
- A detailed blueprint of the screens, the information it keeps and the checks it runs
Become a member to get the app packAlready a member? Sign in
The files, for the technically curious
- START-HERE.mdHow to build it with your own AI (read first)3 KB
- README.mdOverview and links5 KB
- questions.mdQuestions to answer before you build3 KB
- prompt-cloudflare.mdThe full build prompt, hosted on Cloudflare28 KB
- prompt-vps.mdThe same build on your own server (Docker)28 KB
- spec.jsonData model, API, AI pipeline, acceptance criteria15 KB
- demo/index.htmlThe working demo on sample data194 KB
Questions
Do I need to know how to code?
No. You copy and paste the prompts on this page into ChatGPT or Claude, and the AI does the building. When it asks you something, you answer in your own words.
What does it cost?
The quick version, the app pack and the step-by-step instructions are for members: you pay the membership price, not a price per app (see the plans). Building the full app uses your own ChatGPT or Claude subscription. Putting it online is often cheap or no cost at the start, and your AI tells you before anything costs money.
How long does it take?
The quick version: about two minutes. The real app: an afternoon for a first version you can use, longer if you want every feature.
Can I change it to fit my business?
Yes. Tell your AI what to change in plain words, like “add a column for the price” or “use our logo and colours”. Or have Nexibeo build and customise it for you.
More detailsHow the AI works, safeguards and what to build first
Reduce screening and shortlisting effort while keeping every score traceable to evidence. For recruiters and hiring managers screening candidates for defined roles, convert role intake, candidate applications, interview recordings and assessment criteria into a reviewer-approved ranked shortlist linked to transcript evidence. The benefit is a testable hypothesis, measured through accepted shortlists per recruiter hour and corrections after hiring-manager review; do not assume that AI output alone produces business value.
Confirm the buyer's problem and scope, collect role intake, candidate applications, interview recordings and assessment criteria, then follow this sequence: 1. Capture role intake and map key competencies. 2. Screen and rank applicants against stated skills and experience. 3. Run asynchronous AI interviews with text, audio or video answers. Resolve uncertain cases with qualified reviewers, approve reviewer-approved ranked shortlist linked to transcript evidence, and measure accepted shortlists per recruiter hour and corrections after hiring-manager review against a documented baseline.
How the AI works
Use AI to interpret permitted inputs, suggest structured mappings and generate candidate outputs for the stated task modules. Use deterministic code for scoring arithmetic, schema validation, hard constraints and reproducible tests. Review source-linked explanations and uncertainty before accepting results. One defined role family and one interview format; final hiring decisions remain human. A model suggestion is never a verified fact, professional decision or authorization to act.
Safeguards
Preserve candidate consent, data retention limits, source attribution and assessment fairness. Hiring managers approve shortlists and hiring decisions. One defined role family and one interview format; final hiring decisions remain human. Keep all consequential actions under authorized human control and do not fabricate missing inputs, permissions, professional judgments or market evidence.
What to build first
Pilot scope: One defined role family and one interview format; final hiring decisions remain human. Implement one approved input format, a bounded representative case set and the first two task modules: capture role intake and map key competencies; screen and rank applicants against stated skills and experience. Support the third module with operator review: run asynchronous AI interviews with text, audio or video answers. Include source references, corrections, basic organization access, approval states, export and value measurement. Use managed operator assistance for unresolved exceptions. The cost estimate covers this narrow prototype, not unrestricted multi-tenant scale, complex production integrations, specialist certification or physical operations.
What it can connect to
Applicant tracking systems, calendars, job boards and authorized talent sources. Cloud storage, video interview import/export and HRIS destinations. Start with file exchange and validate destination specifications before promising direct write-back. Start with authorized file exchange. Validate current provider access, usage rights and schema behavior before promising a connector.
The screens in detail
Primary screens: Role intake and criteria, Candidate pipeline and evidence, Shortlist and decision. Use a thumbnail gallery for roles, a large central candidate view, and a right-hand panel for criteria, evidence and comments. Let users compare candidates side by side. Display screened, interviewed, reviewed and shortlisted states. Provide a hiring-manager preview link with comments anchored to the relevant transcript moment. Make the task-specific outcome reviewer-approved ranked shortlist linked to transcript evidence visible beside its evidence, review state and value baseline.
