OrOnEvery applicant reached
No candidate drops out because nobody called back. The agent works evenings and weekends, when candidates actually answer.
Interview Agents
Every candidate screened
the same way
First-round screening is high-volume, low-variance work that humans do inconsistently by hour eleven. OrOn's interview agent calls every applicant, asks the same structured questions, scores against the same rubric and hands recruiters a ranked shortlist with evidence attached.
3xConfidence in the hire
Same rubricEvery candidate
32+Languages
RankedSummaries, not calls
What it does
Structure that survives
the hundredth call
Consistency is the whole point. Every candidate gets the same questions in the same order, judged against the same published rubric, which is better for fairness and much better for defensibility.
One rubric, applied identically
Scores are computed from evidence in the transcript against criteria you define, not from a hiring manager's mood at 5pm on a Friday.
Evidence-linked summaries
Every score cites the moment in the conversation that produced it, so a recruiter can verify a rating in seconds.
Screen in the candidate's language
Multilingual pipelines without multilingual recruiters. The same rubric, applied in Hebrew, Arabic, French or English.
ATS-native
Results, transcripts and ranked scores land in Greenhouse, Lever, Workday or your own ATS automatically.
Auditable and defensible
Structured questioning plus a complete record means you can show exactly why one candidate advanced and another did not.
How it works
From application to shortlist
Recruiters skip the repetitive first call and start where their judgement actually adds value.
Invite
New applicants are called automatically, or offered a self-serve slot to be called back.
Interview
Structured questions with intelligent follow-ups when an answer is incomplete or ambiguous.
Score
Each response is evaluated against the rubric and scored with a linked transcript citation.
Shortlist
Ranked candidates and summaries land in your ATS; the recruiter runs the second round.
- Questions and rubric are fully authored by you, not by the model
- Candidates can ask for a human interviewer at any point
- Every score cites its evidence in the transcript
- Screening in 32+ languages with one shared rubric
- Automatic scheduling of the human second round
- Complete records for equal-opportunity reporting
No. It runs a structured screening conversation and produces evidence-linked scores. Every advance, reject and offer decision stays with your recruiters. We build it this way deliberately, both because it is the right practice and because it keeps you on the right side of automated-decision regulation.
The rubric is authored by you, applied identically to every candidate, and every score is traceable to a specific transcript moment. That is a stronger audit position than unstructured human phone screens, which vary between interviewers and across the day. We recommend a calibration review in the pilot phase.
Yes. Candidates are told at the start that they are speaking to an AI screening agent and can request a human interviewer instead. That request is routed to your recruiting team, not refused.
The agent asks a clarifying follow-up rather than forcing an answer into a bucket. Genuinely out-of-scope or ambiguous responses are flagged for human review instead of being scored.
Greenhouse, Lever, Workday, SmartRecruiters and Teamtailor natively, plus any ATS with a REST API. Scores, transcripts and recordings are attached to the candidate record.
Contact
Run a pilot on one open role
Tell us the use case and the volume. We come back within one business day with a scoped pilot, a timeline and a number.
Contact Us