Evaluate technical candidates.
Without being technical.
Assay generates calibrated interview questions from any job description, scores the transcript with AI, and delivers a defensible assessment to your client — in minutes, not days.
Built for European recruitment agencies. Used on real candidates at Inuits Krakow.
Your data stays in the EU. We never share candidate information.
How does Assay turn a job ad into an interview?
Assay generates calibrated interview questions from any job description in seconds. No templates. No question banks. Every interview is generated from the specific role requirements, matched to the domain and seniority level.
Paste the job ad
Drop in a job description for a Python backend developer, a senior data engineer, or an HR manager. Assay detects the domain, seniority, and must-have skills automatically.
Run the interview
Use Assay alongside Zoom, Microsoft Teams, Google Meet, or in person. The AI transcribes answers in real-time and scores each response as your recruiter asks the questions.
Deliver the report
Your client gets a structured assessment: per-question ratings with written explanations, evidence from the transcript, and a clear recommendation. White-labeled to your agency brand.
Why do recruitment agencies need AI-scored interviews?
Non-technical recruiters cannot reliably evaluate technical depth without structured tools. This is a competence gap problem, not a people problem. Your recruiters are excellent at sourcing and relationship management — they need better assessment infrastructure.
No structure
Your recruiter interviews a senior data engineer using generic questions. The candidate sounds confident. The notes say "strong communicator." Your client asks what specific technical competencies were assessed. You have no answer.
No defense
A recommended candidate fails in the first month. Your client wants to understand why you rated them highly. Without structured evaluation data — per-question ratings, transcript evidence, scoring criteria — every recommendation is a liability.
Compliance risk
The EU AI Act now applies to AI-assisted hiring decisions. Article 6 requires explainability, human oversight, and audit trails. Agencies using any form of automated screening need to prove their process is structured and documented.
What makes Assay different from HireVue or Codility?
Assay evaluates interview transcripts, not video recordings or coding tests. It works alongside your existing video call platform. No new tool for candidates to learn. No vendor lock-in. Built specifically for recruitment agencies, not corporate in-house teams.
| Assay | HireVue | Codility | TestGorilla | |
|---|---|---|---|---|
| Method | Transcript scoring | Video recording + AI | Coding tests | Pre-employment tests |
| Built for | Recruitment agencies | Enterprise in-house | Developer hiring | Volume hiring |
| White-label reports | Yes | No | No | No |
| Works with Zoom/Teams | Yes | Own platform | Own platform | Own platform |
| EU AI Act ready | Yes | Partial | N/A | Partial |
Built and used atInuits Krakow"We built Assay because we were embarrassed by our own interview process. Our recruiters are great at finding people. But when a client asked us to justify a technical recommendation, we had nothing structured to show them."
Jeroen Fossaert, Founder, Inuits Krakow
Join the waitlist
Assay is opening early access to European recruitment agencies. Join the growing waitlist — we'll be in touch with your access details.
Questions? jeroen@inuits.eu