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For teams who want to understand who they hire.

One answer.
A deeper view.

Save time with recorded interviews. Review candidates together, with job-relevant evidence that helps you see beyond the first impression.

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Beyond the first impression
A
Candidate AGrowth marketer · Illustrative example

“Three said the sign-up form asked for too much information before they could see the trial.”

The channel choice is still unanswered
A detail worth exploring01:12

Less busywork.
More time for people.

Save interviewer time for the conversations that need it. Set up the questions once, let candidates record in their own time, and give the team one place to review.

  1. Prepare the role

    Create a job and use role-specific questions from the library, or write your own. Spend less time starting from a blank page.

  2. Send one interview link

    Candidates record answers in their browser, on their schedule. Reduce the back-and-forth of arranging first-round calls.

  3. Review together, in your own time

    HR and hiring managers return to the same candidate profile. Keep the recording, notes and evaluation together, without repeating every screening conversation.

Question library

Ask about real work.
Hear more than a claim.

Start with a question tied to the job. Give candidates a clear situation, then ask what they decided, what they personally did, and what changed. Use a follow-up when an important detail is still missing.

Question libraryIllustrative example

Explore an example role

What this explores Budget decisions

Start with

You manage acquisition for a B2B software company. Next quarter, your marketing budget falls by 30%, but the team still needs qualified trial users. Which channel would you protect, which would you reduce or pause, and what data would guide that decision?

Then go deeper

Suppose social brings more sign-ups, but search brings more paying customers. Would that change your choice? Which numbers would you compare before moving the budget?

These prewritten examples are adapted from the question library. Your hiring team can choose or edit questions to fit the role; the follow-ups show one way to probe an answer.

Your team.
One shared space.

Video, transcripts, notes and scorecards stay attached to the candidate. Colleagues can pick up the context without another handover meeting.

Hiring workspace
HR + hiring manager
A
Candidate AGrowth marketer
In review
Recorded answerThe same recording for every reviewer.
01:12
“Three said the sign-up form asked for too much information before they could see the trial.”

A detail worth exploring

Review the source, then explore its job-relevant signals.

Explore the answer insights

Illustrative workspace with fictional notes. Explore the tabs; this preview does not save reviews or connect a real team.

Less coordination
Review asynchronously instead of asking every interviewer and candidate to be available at once.
Less repeated work
Revisit an answer and read the team’s notes before asking the same screening question again.
A clearer next step
Track candidate stages in the hiring pipeline and carry open questions into the next interview.
Not just an answer checker

Off the question.
Not without value.

An answer can miss the question and still reveal something worth exploring. Keep the gap in view, without losing the experience, behaviour or thinking that matters to the role.

One lens

Did they answer the question?

What else does their answer reveal?
ExperienceJudgementWorking with peopleStrategic thinkingCommunication

See the gap.
Keep the useful detail.

A candidate is asked which marketing channel to protect when the budget falls. Their answer does not make that choice, but it describes customer interviews and a small sign-up test. See what to ask next.

Start with the JD

Growth marketerIllustrative example
From the job description

B2B software

Decide where to spend a limited acquisition budget and bring in trial users who may become paying customers.

The interview question

You manage acquisition for a B2B software company. Next quarter, your marketing budget falls by 30%, but the team still needs qualified trial users. Which channel would you protect, which would you reduce or pause, and what data would guide your choice?

01 / 05

Fictional, prewritten example of the intended workflow. This demo does not analyse uploaded answers.

Evidence before interpretation

Read between the lines.
Stay close to the words.

A candidate’s example may offer clues about experience, how they handle people or how far ahead they think. An interpretation should show its source, its relevance to the role and what is still uncertain.

  • Quote the answer, explain the connection
  • Separate an observation from a hypothesis
  • Let people verify and make the decision

Different roles.
Different things to notice.

Start with the job description and the realities of the industry. A useful insight connects to the work, not to a universal personality score.

Growth marketer

B2B software

Grow qualified demand with a limited budget.

What to explore in their answer

  • Experience: which decisions did they own?
  • Judgement: what did they stop, and why?
  • Perspective: how did they connect acquisition to retention?

Illustrative review lenses, not a claim of validated coverage for every role or industry.

A closer look at the approach.

LET’S TALK HIRING

A better first interview.
A little less on your plate.

Tell us what you’re hiring for. We’ll get in touch to explore how SigniVue can save your team time and bring everyone’s evaluation into one space.

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