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Screen more candidates. Close on the ones worth your time.

Every applicant is contacted, screened, and scored automatically. Recruiters review a ranked pipeline with every report ready to go.  

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screening and assessment
Screening & assessment-1-1

Great hiring starts with better screening.

Most of what goes wrong in a hire is decided at the screening stage. The wrong candidates advance. Good ones wait too long and drop off. Panel members evaluate without a consistent framework. RippleHire fixes the filter before the damage reaches your pipeline. 

One platform, three screening tools.

AI Voice Agent: Two-way phone screen with every applicant, returned as a scored summary.
Amy: Autonomous L1 interviews covering coding, behaviour, and communication.
Interview Copilot: Role-specific questions and a structured scorecard for your panel.
Always Available: Candidates screen in their own time zone, inside the window you set.
Identity Confirmed: Proctoring runs throughout, and discrepancies are flagged in the report.
Everyone Scored: A full scorecard reaches the recruiter, including for candidates who don't advance.

Less noise for your team. More signal for your decisions.

Recruiters receive pre-scored candidates with full interview reports. Hiring managers only see people who have already passed a meaningful filter. Panel interviewers walk in with a structured kit, not a blank page.

Recruiters get scored candidates, not raw applications

Hiring managers interview people ready for their time

Panel interviewers evaluate with structure and consistency

TA leaders get audit-ready logs of every screening interaction

Screening & assessment-2-1

More candidates assessed. Fewer interview hours. Same headcount.

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Every applicant evaluated

Every applicant gets assessed, not just the ones who get called back.

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Consistent evaluation

Same criteria and scoring across every candidate, every recruiter.

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Less time on bad fits

Candidates who are not right are identified early, before interview hours are spent.

RippleHire's screening and assessment tools are built into the same ATS your team already uses for sourcing, interviews, and offers.

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FAQs

1. What does RippleHire's screening and assessment cover?

Three stages: top-of-funnel pre-screening via the AI Voice Agent, autonomous L1 interviews via Amy, and AI-assisted panel interviews via Interview Copilot — all inside the same ATS.

2. Can Amy assess both technical and soft skills?

Yes. Amy runs coding challenges and MCQs for technical roles, alongside behavioral, cognitive, and communication assessments. Each interview is built from the job description. 

3. Do candidates need to schedule a time for AI screening?

No. The AI Voice Agent and Amy work asynchronously. Candidates complete their pre-screening or L1 interview within the window you set, on their own time.

4. How does Interview Copilot help panel interviewers?

It generates role-specific questions from the JD and candidate profile, gives interviewers a structured evaluation framework, and captures feedback in one place — for Teams and non-Teams users alike.

5. How does RippleHire prevent impersonation during AI interviews?

Amy includes real-time proctoring with facial recognition and voice-print analysis. Discrepancies are flagged in the candidate report. See Shield for RippleHire's full identity verification suite.

6. Is screening a separate module?

No. The AI Voice Agent, Amy, and Interview Copilot are built into RippleHire and work alongside every other stage in your hiring workflow.

7. What report does a recruiter receive after Amy completes an interview?

A scorecard covering technical, behavioral, and communication performance, with quantitative scores, an interview summary, and a recommended next step.

8. What types of companies use RippleHire for screening?

Enterprises across BFSI, IT services, pharma, and consulting use RippleHire to manage high-volume screening without adding headcount to the TA team.