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Skip Scheduling Chaos, Interview Candidates on Your Time

Stop coordinating calendars for first-round calls. Candidates record video responses when it works for them. You review the best ones when it works for you.
See How It Works

The First-Round Interview Problem You Face Daily

Your Current Reality

  • Spending hours every week coordinating schedules for first-round calls
  • Candidates dropping out because they can't find interview slots
  • Repeating the same basic questions fifty times per role
  • No way to compare candidates when interviews happen days apart
  • Missing great candidates in different time zones or working elsewhere

With StaffJet AI

  • Candidates record responses anytime, from anywhere, on any device available
  • Everyone gets the same structured questions for fair comparison
  • AI evaluates clarity, confidence, and communication quality for you
  • Review all videos side-by-side whenever you have time available
  • Share standout responses instantly with your team for quick decisions

Three Simple Steps to Better Screening

Send Interview Link to Candidates

After resume screening, qualified candidates receive a link to record their video responses. They answer structured questions about their experience, skills, and role understanding.

Candidates Record on Schedule

Candidates complete the video interview when it fits their schedule—morning, evening, or weekend. No back-and-forth emails. No calendar conflicts. They record from any device.

Review and Compare Top Performers

AI scores each response for clarity, confidence, and relevance. Watch top performers first, skip weak responses, and share standout clips with your team.

Real Results From Day One Onward

These aren’t just numbers, they’re hours back in your team’s day, budget freed for growth, and positions filled before competitors finish screening.

2-3x

Faster time to quality hire

30-40%

Lower cost per hire

20-30 hrs

Saved per open role hiring

24 hrs

From job post to shortlist

What Gets Evaluated in Every Response

Communication Quality Assessment

Analyzes how clearly candidates express their thoughts. Evaluates sentence structure, word choice, and ability to explain complex ideas simply and effectively.

Confidence and Presence

Measures candidate confidence through verbal delivery, body language, and overall presentation. Identifies candidates who engage naturally and project professionalism.

Response Coherence Check

Evaluates whether answers stay on topic and address the actual question. Identifies candidates who provide structured, logical responses versus rambling or avoiding questions.

Relevance to Role

Scores how well responses demonstrate experience and understanding for this specific role. Separates genuinely qualified candidates from general applicants.

Customizable Question Sets

Create role-specific questions that reveal what matters most. Ask about technical experience, problem-solving approaches, or situational responses tailored to your needs.

Team Review Collaboration

Share video clips with hiring managers instantly. Team members add comments, compare favorites, and make decisions together without separate meetings.

Stop Wasting Time With Manual Resume Screening

Criterion Phone Screening StaffJet Video Screening
Scheduling time Days of back-and-forth emails check Zero scheduling needed
Candidate availability Limited to working hours check 24/7 on their schedule
Time zone issues Major constraint for teams check No barriers at all
Question consistency Varies per interviewer always check Identical for every candidate
Review flexibility Must decide during call check Watch anytime, rewatch freely
Team involvement Separate calls or forwarded notes check Instant video sharing
Candidate comparison Memory-based from different days check Side-by-side video playback
No-show risk Wasted interviewer time check Candidates complete on time
Book Demo to See Live Comparison

Loved by HR Teams, Trusted by Companies

It requires excellent cooperation between multiple departments of the business. And it’s important that everyone involved in a B2B marketing program understand how the system is working

Start With One Role, See Results Immediately

No long commitment required. Set up your first role in minutes & see how fast quality candidates appear in your shortlist within 24 hours.

Book a Demo
See Pricing

Common Questions Answered

How do candidates access video interviews?

StaffJet’s AI analyzes technical skills, soft skills, experience, and role relevance using the exact criteria you define. It evaluates years of experience, skill proficiency, and career progression. You see match scores showing exactly why each candidate matches. Accuracy improves as you refine criteria based on results.

Candidates receive a link via email after passing resume screening. They click the link, read the questions, and record their responses using any device with a camera. No app download required. They can practice before submitting. Most complete their video interview within 15-20 minutes.
Yes, completely. Create different question sets for different roles. Ask about technical experience, problem-solving scenarios, or role-specific situations. You control the questions, how many to ask, and time limits for each response. Adjust your questions anytime based on what’s working.
AI analyzes verbal communication, coherence, confidence, and relevance to the role. It doesn’t replace human judgment—it helps you prioritize which candidates to watch first. You see scores for clarity, confidence, and response quality. Watch any candidate regardless of score. The AI simply speeds up your review process.
Video screening replaces first-round phone calls, not final interviews. Use it to narrow 50 candidates to 10. Then schedule live interviews with only the strongest performers. You save scheduling time on people who wouldn’t have advanced anyway while focusing energy on top candidates.
All video responses remain in your dashboard. Review rejected candidates later if roles open up. Share videos with new team members. Compare candidates across different positions. Nothing expires unless you delete it. This creates a searchable talent database over time.
You decide the retake policy when setting up questions. Allow unlimited practice runs before final submission, or let candidates re-record if they make mistakes. Most companies allow one retake per question so candidates can present their best while keeping the process efficient.