Intervuze helps employers and recruiting agencies collect resumes, compare candidate qualifications with job requirements, and conduct AI-led voice interviews. Hiring teams can review assessment results and transcripts as part of their selection process. AI outputs can contain errors and need appropriate human review.

Employers and recruiting agencies use Intervuze to organize screening for their open roles. Candidates use the application and interview links provided by the hiring team. The employer manages the job opportunity and is the contact for application status and hiring decisions.

Screening is based on the role and job requirements supplied by the employer. Employers should check that the questions and assessment criteria are suitable for the job, whether it is entry-level or requires substantial experience. Regulated or specialized roles may need separate qualification checks, work samples, or professional review.

Intervuze is a hiring platform. An employer's actual interview invitation is part of a job application, and the hiring team receives assessment results. Where a practice option is offered, it lets you try the interview controls with generic questions before the real interview. That practice run is not scored and does not count toward your application. It is separate from the hiring assessment and is not a promise of coaching feedback.

An AI interview can explore work experience and role-related knowledge. The questions depend on the job and the interview setup. A voice interview may need to be supplemented with a work sample, skills test, or human technical interview when the role requires hands-on demonstration.

Standard employer plans start at $49 USD per month and vary by monthly resume and interview volume. Visit our Pricing page to compare current plans. Your accepted subscription terms or signed agreement explain the charges that apply to your account, including any separately enabled services.

Intervuze offers a one-month employer trial that includes up to 5 interviews and 40 resumes. Review the signup terms for eligibility, payment-method requirements and what happens when the trial ends. Email info@intervuze.com with questions before registering.

Plans include monthly resume and interview allowances. Check the Pricing page and the subscription terms accepted for your account for applicable limits and any tier changes or additional charges. Contact info@intervuze.com if you need help understanding how those terms apply to your account.

Email info@intervuze.com with the organization name and the email address associated with the account. Changes, cancellation dates, and any refunds are governed by your subscription terms or signed agreement and applicable law. Do not include card numbers or other payment credentials in your message.

Intervuze compares information in a resume with the job requirements supplied by the employer and generates an assessment. AI results can be incomplete or incorrect. The employer should check the assessment against the resume and the role's criteria before relying on it. Resume information is processed by AI service providers as described in our Privacy Policy.

For requirements scoring, we attempt to remove selected identifying details from a separate scoring copy. Google may receive original resume text to assist redaction. Redaction can be incomplete or unavailable, and the original resume remains in the hiring record.

Contact the hiring team listed in your application or interview invitation and ask for the job’s screening criteria. Ask how the score is calculated, what information is considered, and whether a threshold affects interview invitations. If you cannot reach the hiring team, email info@intervuze.com for help directing your question.

Yes. An employer can set a resume-score threshold that triggers an automatic interview invitation. A score can affect progression through screening even though it does not make the final hiring decision. Contact the employer for its criteria, what happens below the threshold, or to raise a concern about an incorrect result.

The hiring team can review resume assessments, interview transcripts, and generated competency assessments. It may also receive an optional audio recording or a separate assessment result when those features are used. Ask the employer which results it makes available to candidates. The employer makes the hiring decision and should review AI outputs against job-related evidence rather than treating a score as a guarantee of suitability.

AI-generated questions, transcripts, and scores can be incomplete or inaccurate. A detailed job description can make questions more relevant, but does not prove that an assessment is valid. Hiring teams should check important information and resolve errors before relying on it. Candidates can contact the employer about an inaccurate transcript or assessment.

No. Removing names alone cannot make screening unbiased or anonymous. Other resume details can act as proxies for protected characteristics, and bias can arise from job criteria, the scoring method or how results are used. Employers should assess job relevance, monitor outcomes and address discriminatory effects.

The AI uses the job information and relevant candidate information supplied through the hiring workflow to generate role-related questions and follow-ups. Questions can explore experience, qualifications, or details that need clarification. Employers should review the interview setup for relevance to the job and avoid prohibited or unnecessary personal questions.

AI outputs can vary, and changes to models, job requirements or assessment settings can affect results. Employers should review the current setup and avoid assuming that scores from different roles or versions are directly comparable. Contact info@intervuze.com with a question about an assessment, including the employer and job reference so we can direct it appropriately.

Follow the employer’s invitation and review the role before starting. Have your resume and relevant experience in mind, use a working microphone, and choose a place where you can speak comfortably. You will speak with an AI interviewer. The hiring team receives a transcript and assessment results from the interview.

The AI interview uses voice. You speak with an AI interviewer, and your responses are processed to produce a transcript and assessment results. This interview workflow does not use a video interview. A saved audio recording for employer playback is a separate choice in the browser interview.

In the browser interview, Intervuze creates an optional audio recording for employer playback when you select the recording option. The AI interview still processes live audio and produces a transcript and assessment results without that optional recording. If you use a telephone alternative, telephone-service processing is separate. Review the notice and choices for the channel you use before starting.

Leaving the browser recording box unchecked means Intervuze does not create that optional recording for employer playback. If you continue with the AI interview, live audio is still processed and a transcript and assessment results are created. The browser choice does not control AI-provider processing or telephone-service records. See our Privacy Policy for the applicable processing and retention.

Contact the employer before uploading your resume or starting an interview to request manual resume review or a non-AI alternative. If you need help reaching the hiring team, email info@intervuze.com. Explain which part of the process you want to discuss. Available alternatives and any applicable rights depend on the employer’s process and the law that applies.

Contact the employer listed in your invitation to request an accommodation for the application, assessment, or interview. If a platform barrier prevents you from contacting the employer or completing a step, email info@intervuze.com for help. Describe the barrier and the assistance you need. Avoid sending medical records or a diagnosis in a general support email.

Contact the employer, identify the assessment and the information you believe is wrong, and ask for correction or human review. You can also email info@intervuze.com for help directing the request or raising a personal-information correction request. Any formal review or appeal process depends on the applicable law and the employer’s process.

Contact the employer and email info@intervuze.com with the job or invitation reference, the approximate time of the issue, and a short description of what happened. Ask the hiring team how to complete the interrupted step. Do not send passwords or sensitive application documents in the support message.

Do not start the Gemini-powered AI interview or submit your information for Gemini-powered screening. Contact the employer to ask for an age-appropriate application or assessment process. If you need help reaching the employer, email info@intervuze.com. This instruction concerns use of the AI service and does not determine your eligibility for the job.

Depending on the hiring steps used, Intervuze processes contact details, resumes, qualifications, interview audio, responses, transcripts, session information and generated assessment results. It may also process optional recordings and information from enabled assessments. Our public website also processes website activity through analytics and lead-tracking technology. Our Privacy Policy explains purposes, recipients, retention and privacy requests.

The employer and its authorized hiring team receive information from the hiring process. Intervuze uses service providers for hosting, storage, AI processing, communications and other functions. When an employer enables a third-party assessment integration, Intervuze sends the candidate details needed to initiate and provide that assessment, such as name and contact information. The assessment provider may collect further information directly from the candidate and return results or status to the employer’s hiring workflow. Review the notices supplied for that assessment. Our Privacy Policy describes the recipients for the services used.

No. A background check is a separate step when an employer uses that service. The employer must provide the applicable disclosure and obtain any required authorization before the check starts. General Terms acceptance or AI participation does not replace that authorization. Questions about a background report or a decision based on it should go to the employer or the identified background-check provider.

Our production Gemini API project uses paid services. Google’s paid-service terms state that prompts and responses submitted through those services are not used to improve Google’s products. This statement describes standard paid API processing, not separate feedback or voluntary data contributions. Google may retain information for security, abuse monitoring and legal purposes under its applicable terms. This provider processing is separate from our retention of hiring records.

Completed optional browser recordings are scheduled for automatic deletion after 14 days from completion through a daily cleanup process. This does not apply to transcripts, assessment results, employer downloads, incomplete uploads, backups or provider records.

Resumes, transcripts and scores currently have no fixed automatic deletion period. You can request deletion at info@intervuze.com; legal obligations and the employer's recordkeeping duties may affect the response. See our Privacy Policy for the applicable retention details.

The application database is backed up daily, with automated database backups retained for seven days. This backup period does not set the retention period for active hiring records, uploaded files, WordPress data, service-provider records or copies retained by employers.

Email info@intervuze.com with your request, the email address used in your application, and the employer’s name. We may need to verify your identity and coordinate with the employer. Your rights and any exceptions depend on applicable law. Where California privacy law applies, rights may include access, correction, deletion, certain sale or sharing opt-outs, and equal treatment for exercising your rights. Do not send identity documents unless we request necessary verification through an appropriate process.

Our public website uses Google Analytics 4, including enhanced measurement and conversion tracking, and includes WhatConverts lead-tracking technology. Our Privacy Policy provides more information about website tracking and how to contact us with privacy questions.

Hiring information is made available through the employer’s account and processed by the service providers described in our Privacy Policy. No online service can guarantee absolute security. Email info@intervuze.com to report a suspected privacy or security issue, or to request information for your organization’s security review. Do not include passwords or sensitive records in that message.

A hosting provider's assurance report does not establish that Intervuze itself has completed a SOC 2 examination or that a particular use of the platform meets GDPR requirements. Privacy obligations depend on the applicable law and how the platform is used. Contact info@intervuze.com for available assurance information and to discuss your organization's requirements.

Before covered use of an automated employment decision tool, a covered NYC employer or employment agency must meet applicable independent bias-audit, public-summary and candidate-notice requirements. Removing names or running internal tests does not replace a qualifying independent audit. Confirm that any audit covers the intended use and that the required notices have been given. This FAQ is not an audit report or confirmation that Intervuze has completed an audit.

Email info@intervuze.com if you encounter a barrier using the platform. Tell us which page or step is affected and what assistance you need. For an interview accommodation or an alternative assessment, also contact the employer listed in your invitation. Do not include medical records in the message.

Read our Terms of Service and Privacy Policy for the service terms and information-handling details. The employer may also provide a separate candidate privacy notice and job-specific AI notice. Email info@intervuze.com for platform, privacy or accessibility questions. Contact the employer for application status and hiring decisions.