Solutions
AI Interview Intelligence for the Teams That Manage Hiring Risk
Recruiting firms, enterprise hiring teams, and compliance & risk teams use VerisNova for different reasons. Here's what each one gets.
Tech Hiring
Evaluate engineers on the work, not just the resume
Send a VERIS Assessment with coding questions candidates solve in an in-browser editor. Their code runs against test cases, alongside scenario and short-answer questions graded against a rubric.
Interview questions are built from the job's title, description, and core skills, so a DevOps, data, or DBA role is probed on what that role actually needs.
Run a VERIS AI Interview for consistent first rounds, or a VERIS Live Interview with your engineering panel, where an interviewer-only AI Copilot suggests technical follow-ups.
Non-Tech Hiring
The same structured rigor for sales, HR, finance, operations, and support
Questions are generated from each role's own requirements, so a sales, HR, or operations interview asks about that job, not a generic technical script.
Scenario and short-answer assessment questions test judgment and domain knowledge where multiple-choice alone falls short.
Hiring managers can run a VERIS Live Interview with structured questions, private notes, and their own scorecard, kept separate from every other interviewer's.
Campus & Placement Hiring
Consistent evaluation when the candidate pool is large
VERIS Screening compares every resume against the same recruiter-defined requirements, surfacing fit signals while the shortlisting decision stays with the recruiter.
Scored VERIS Assessments give every candidate the same baseline, with automatic grading so reviewing a large batch doesn't mean grading by hand.
Candidates take a VERIS AI Interview independently, on their own schedule. Shortlisted candidates can move to a VERIS Live Interview with your panel.
Recruiting Firms
Faster shortlists, without losing the evidence behind them
Run VERIS Screening ahead of interviews to focus billable interview time on candidates who actually fit the role.
Give every client the same structured scorecard format, instead of notes that vary by which recruiter ran the call.
Hand off a candidate with the transcript, behavioral signals, and recommendation attached — not just a verbal summary.
Enterprise Hiring Teams
One consistent process across high-volume and leadership hiring
Standardize interview structure and evaluation criteria across every recruiter and every location, without a manual training rollout — an optional VERIS Assessment gives every candidate the same scored skills baseline before that.
Give hiring managers a live view into interviews as they happen, with recruiter-controlled escalation when something needs a second look.
Keep centralized review controls so leadership hiring gets the same rigor as high-volume roles, not less.
Compliance & Risk Teams
A decision trail you can actually reconstruct, months later
Every interview produces a structured record: transcript, integrity signals, recruiter actions, and the recommendation they were shown at the time.
AI recommendations and recruiter decisions are kept as separate, distinguishable records — a reviewer can always tell what the system suggested versus what the recruiter chose.
Identity verification evidence (where enabled) is retained with the decision it supported, not just the outcome.
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