TOVIAI interviews
Interview every applicant. Review the ones who matter.
TOVI runs structured voice and video interviews around the clock, proctors them, and scores every answer against your rubric. Recruiters get a recording, a transcript and a report instead of another phone screen.
Bring interview responses and session evidence into recruiter review, without turning an AI conversation into an unquestioned hiring verdict.
What TOVI does for your team.
From an invite to a scored report.
- 01
Include an interview in your evaluation
Choose where an AI interview fits your role's assessment process and who will review the results. Keep the evaluation criteria owned by the hiring team.
- 02
Run the candidate session
The candidate joins the conversational interview with camera and microphone interaction. Recording and proctoring support later review of the session.
- 03
Examine the report and evidence
Review the interview report, recording and proctoring information together. Look at the candidate's responses in context before drawing conclusions.
- 04
Make the next-stage decision
Recruiters decide whether to progress, clarify or arrange another conversation. Treat TOVI as a standalone interview capability, not an automatic Journeys handoff.
Where TOVI sits in the hire.
One journey, from first click to a productive first month. Every hand-off carries the full context forward.
Where TOVI earns its keep.
Add depth to early evaluation
Hear candidates explain their experience before the team commits to a later-stage interview. Use the session as another input alongside the application.
Support a shared interview review
Give reviewers a report and recorded material to examine, so discussion can refer to what the candidate actually said.
Investigate a session concern
Use the interview recording and proctoring results to examine a concern in context before choosing how to follow up with the candidate.
Your rules. Your decisions.
TOVI does the repeatable work inside the limits you set. People stay in charge of the calls that matter.
ISO/IEC 27001SOC 2GDPR
People own the hiring decision
Interview output informs recruiter review. The team remains responsible for evaluating relevance, resolving ambiguity and deciding whether to advance a candidate.
Signals need interpretation
A proctoring result is a reason to inspect the session, not a definitive judgment about a candidate. Review the available evidence before taking action.
Integration boundaries are clear
TOVI's standalone interview experience is distinct from the dedicated Journeys TOVI node. Do not design a rollout around an assumed automatic handoff between them.
Questions about TOVI.
Something else? Ask us on a call or see enterprise deployment and integrations.
Does TOVI automatically run from a Journeys step?
The standalone interview capability is available in the product, but the dedicated Journeys TOVI node is not a live integration. Plan the interview process separately rather than assuming automatic enrollment or results handoff.
What can recruiters review after an interview?
TOVI supports recruiter interview reports, recordings and proctoring results. These give the team material to examine when deciding what to ask next or whether to progress a candidate.
Does proctoring determine whether a candidate passes?
Proctoring provides session information for review. It should not be treated as a guaranteed determination of misconduct or as a substitute for the hiring team's judgment.
See TOVI on your hiring.
Bring one open role. We’ll show you TOVI working on it, with your process and your rules.