Campus and graduate recruiting
Every intern and graduate applicant gets the same fair first interview.
Every applicant gets the same live first interview. Each team’s program sits in one workspace, with the evidence behind each decision.
Wednesday, 8:30. 2,400 applications for 40 graduate places.
The early-careers lead has a start date for the new class and a shortlist that still lives in a spreadsheet. Video answers pile up in shared folders, each interviewer judges differently, and the sheet breaks the day two teams edit it at once. Every applicant also remembers how they were treated.
Young talent hiring, before and with Firstview
Graduate employers receive 140 applications per vacancy on average, and about half worry that applicants’ use of AI misrepresents their abilities. 86% of early talent teams find application volume challenging.
Sources: ISE, Top 10 stats of 2025 · Veris Insights, early talent benchmarking| Today |  With Firstview | |
|---|---|---|
| Volume | Thousands of applications for a handful of places. | Every CV checked against the program criteria, with a reason for every criterion. |
| AI-written applications | CVs and cover letters that all sound the same. | A live interview that hears how each applicant thinks, with follow-ups when an answer is thin. |
| Little work history | CVs with little experience to judge. | Behavioral questions judged against defined competencies, with strong and weak indicators. |
| Fairness | Each interviewer judges applicants differently. | The same interview and rubric for every applicant. Protected topics are never asked, and names are removed before reports. |
| Candidate experience | Applicants wait weeks and hear nothing. | Applicants start when ready, from their phone, and get their questions about the program answered. |
| Integrity | Video interviews for thousands of applicants are hard to keep fair. | Integrity rules applied while the interview runs. |
| Many programs | Internship, graduate and bootcamp intakes in separate spreadsheets. | One workspace per program, and leadership sees all of them. |
| Assessment days | Team interview notes written from memory after a long day. | The Notetaker writes up each virtual team interview in your template. |
| Intern conversion | What interns showed during the program gets lost. | Every intern’s record stays, so conversion decisions start from evidence. |
| Reporting | No live view of the program pipeline. | Live hiring data for each program, role and stage. |
The same fair interview for every applicant.
Same interview, same criteria
Every applicant gets the same questions and is judged by the same rubric.
Recorded interviews in one place
Each interview has a recording, a synced transcript and a report, filed on the applicant.
One workspace per program
Each team sees its own roles; leadership sees all of them.
A respectful experience
Applicants start when ready, in their language, and get their questions about the program answered.
The evidence report for each applicant.
The report evaluates each applicant against the program rubric: every criterion gets a verdict and the applicant’s own words, with the moment they said them. Anything unclear goes to a person.
- The same rubric for every applicant
- A verdict and a quote for each criterion
- Unclear answers go to a person
One rubric for every applicant, and evidence for every decision
Every applicant is judged by the same program rubric, from the CV to the final team interview, and every decision has the applicant’s own words behind it.
When the program ends, that record is still there to help decide which interns move into full-time roles.
Questions from program teams
How do you assess thousands of graduate applications?
Give every applicant the same AI interview and judge them all by one program rubric. Applicants start from their phone, in their own language, whenever they are ready, and anything unclear goes to a person. Each team sees only its own roles, so several programs can run side by side.
Can several teams run roles in the same program?
Yes. Each team gets access to its own roles.
Do applicants need to install anything?
No. They use Chrome, Edge or Safari.
Can we run internship, graduate and bootcamp intakes side by side?
Yes. Give each program its own workspace or its own roles.
How do you assess applicants with little work experience?
The AI interview asks behavioral questions and judges the answers against defined competencies, each with strong and weak indicators, so potential counts even when the CV is short.
Is it fair to every applicant?
Every applicant gets the same questions and the same rubric. Protected topics are never asked, the name is removed before the report, and unclear answers go to a person.
Can applicants ask about the program?
Yes. The AI answers questions about the program, the role and the team using only the facts you approve. Anything you leave out, it passes to your team.
Can we use it for assessment days?
Yes. On assessment days, the Notetaker joins the virtual team interviews on Zoom, Google Meet or Teams and writes each one up in your template.