Interviews stop being a personality contest.
Intuvos runs the interview and keeps the evidence. Questions map to competencies on the role's scorecard, the AI timestamps where each competency was actually evidenced, and the score sits beside the moment that produced it — so a hiring manager can disagree and see why.
Conversational AI, AI screening, structured skill assessments and video assessment.
Shared by every stage, so async screening and a live panel are comparable rather than adjacent.
Competencies are timestamped against the recording as the interview runs.
Interviews and AI actions draw on credits; extra credits are ₹10 each on the live pricing page.
What Intuvos is
Intuvos is the interview and assessment layer of the Pitch N Hire stack. It runs four formats — conversational AI interviews, AI screening, structured skill assessments and video assessments — against question banks tied to the role's scorecard, and returns a comparison a hiring committee can actually read rather than a folder of recordings.
The scoring is explainable by construction. Every question maps to a competency, the AI notes where that competency was evidenced and timestamps it against the recording, and it rates only what it can point to. Scores are advisory: people decide, any rating can be overridden, and the audit trail records who changed what. Calibration surfaces where interviewers disagreed and where scoring has drifted.
Proctoring is real rather than implied. Screen sharing is required to start, the session runs fullscreen, an identity photo is captured up front, and the event log records tab switches, a face not detected, a face mismatch and the screen losing focus, with screen captures kept as evidence. The candidate is told all of this before they begin, in the product's own words — suspicious activity may invalidate the interview.
What it does
What the platform does, in the vocabulary of its own screens — including the proctoring events by name, because that is what "proctored" has to mean.
Four formats, one record
Conversational AI interviews that adapt, automated AI screening, structured skill assessments with MCQs, and video assessment for volume. Async belongs in high-volume screening and live rooms in the later stages, and both land on the same candidate record.
Timestamped competency evidence
Questions are mapped to competencies; the AI notes where a competency was evidenced, timestamps it against the recording, and rates only what it can point to. The evidence sits beside the score rather than behind it.
Proctoring you can inspect
Mandatory screen share, fullscreen enforcement, an identity photo before the start, and a system check for camera, microphone and connection. The event log names what it caught: tab switched, no face detected, face mismatched, screen out of focus — with screen captures retained.
Interview configuration
Shuffle questions and answer options, negative marking with configurable marks per question, passing marks and an allotted time. Question generation needs at least three skills, so a bank is built against something specific rather than a job title.
Calibration and bias controls
Interviewer scoring compared and corrected over time, disagreements flagged, structured criteria, redaction options and auditable reasons. The page is blunt that a scorecard does not remove bias — it makes bias visible.
Straight into the pipeline
A scored interview updates the candidate's stage in the ATS directly, with a qualified stage and a disqualify stage configured per interview. There is no export step and no second system to reconcile.
How it runs
From designing the round to a committee decision, as the platform runs it.
-
Design
Build the question bank against competencies for the role — your own questions, or generate a set from at least three named skills and edit it. Set marking, timing and whether negative marking applies.
-
Invite
Add candidates from the pool, a talent list or a CSV import, then activate. Candidates can request a reschedule themselves rather than emailing a recruiter, and a system check runs before anything starts.
-
Screen at volume
Async one-way interviews let a large pool answer on their own time, ranked with reasons. The candidate is shown the proctoring notice before beginning, and can resume later only if the recruiter allowed it.
-
Interview live
Live rooms and coding tasks with the scorecard on screen, panel scheduling across calendars and time zones, and per-panelist feedback captured against the same criteria.
-
Calibrate and compare
Scoring drift and disagreements surface for calibration, then finalists are compared side by side with the evidence attached — and the outcome writes back to the qualified or disqualified stage in the ATS.
Who it is for
The page is specific that this belongs in volume screening and in hiring where someone will eventually ask for the basis of a decision in writing.
Talent acquisition running volume
Recruiters, TA managers and sourcers screening a large pool without booking a slot for each one — campus drives and bulk assessment are named use cases.
Hiring managers and panels
Engineering managers and interviewers scoring against a shared rubric, with per-panelist feedback and calibration that shows where two interviewers saw the same answer differently.
Regulated and client-facing hiring
Compliance leads and heads of talent who need the evidence behind a decision to exist in writing. As the page puts it, regulated hiring reaches that point sooner than everyone else does.
Staffing agencies
Agencies screening at scale before submitting, against the same interview stages the client's vendor scorecard will judge their submissions on.
What it does not do
The interview page publishes what interview software does not solve, and refuses to answer the legal question on your behalf. Both are reproduced here.
- It does not tell you what a good hire looks like, and it does not make an untrained interviewer good. The software supplies the form, not the answer.
- A scorecard does not remove bias — it makes bias visible. A consistent process applies a biased standard consistently, to everyone, faster than a messy one did.
- No tool settles whether a decision was fair or lawful. It preserves the evidence somebody would need to examine that, which is worth having and is not the same thing.
- Nothing here states what any jurisdiction requires. Recording consent, notice for automated employment decision tools, data retention, an accessible alternative for anyone who cannot complete a recorded round, and adverse-impact measurement are legal questions for your counsel, and the answers change.
- Proctoring records what happened; it does not prevent anything. The product's own wording to candidates is that suspicious activity may invalidate an interview — and a single unsupervised score should never be the only evidence behind a rejection.
Answers
How is an AI interview actually scored?
Every question maps to a competency on the role's scorecard. The AI notes where a competency was evidenced, timestamps it against the recording, and rates only what it can point to — so the evidence sits beside the score and a hiring manager can disagree and see exactly what produced it.
Does the AI make the hiring decision?
No. It ranks and evidences; people decide. Scores are advisory, every rating is traceable to a moment in the interview, a human can override any of them, and the audit trail records who changed what.
What does "proctored" mean here, concretely?
Screen sharing is required to start, the session runs fullscreen, an identity photo is captured, and the log records tab switches, no face detected, face mismatch and screen out of focus, with screen captures kept. The candidate is shown a notice explaining the monitoring before they begin.
What is the difference between async and live interviews?
Async one-way interviews let a candidate record answers on their own time, which is how you screen a large pool without booking slots. Live rooms are for later stages, where a panel scores against the same scorecard in real time. Both land in the same candidate record.
Can we use our own questions?
Yes. Question banks are yours to write and reuse, each question tied to the competency it tests. You can start from a generated set for the role and edit it, or import the bank your team already uses.
Do candidates dislike one-way video interviews?
Many do, and the vendor says so rather than denying it. Generous preparation time, at least one retake, an explicit statement that background and setup are not scored, and a named person to contact all reduce abandonment.
Two ways to start
Talk to the group and a senior lead scopes it in writing, or go straight to the product's own site and look at it yourself. Neither route commits you to the other.
Name the number you need to hit. A senior lead replies within one business day and a costed plan follows within three working days.
The interview platform itself. The capability is also sold through Pitch N Hire, whose interview-solutions page carries the fuller written detail.
Related
Everything the group sells around Intuvos — the company that delivers it, the nearest siblings, and the full list.