AI interviews that screen candidates
before you do.

GetHirePlus is an AI-powered hiring platform that automates the top of the recruiting funnel end to end. It combines AI resume screening, AI phone interviews, proctored candidate assessments, live video interviews with a built-in code editor, an applicant tracking system, talent search, branded career pages and offer letter generation in a single product. It is used by in-house hiring teams and recruitment agencies that want to screen large applicant volumes without adding recruiter headcount.

A typical flow runs: publish the role to your branded career page → applications land in the GetHirePlus applicant tracking system → AI resume screening scores and filters them against your relevancy threshold → shortlisted candidates take an AI phone interview from your question bank, or a proctored assessment → strong candidates go to a live video interview with the built-in code editor → the hiring team decides in the ATS → GetHirePlus generates the offer letter and collects post-offer documents. Talent Search lets you revisit candidates already in your database before sourcing externally for the next role.

Setup is mostly configuration, not integration work. Create a job, paste the description and GetHirePlus can generate the assessment questions and the AI interview question bank for you; publish the job on a branded career page and screening starts as applications arrive. Because the ATS, screening, interviews, assessments and offer letters are one product, there is nothing to connect for the standard workflow. Starter has no monthly fee; you add a card and pay per AI interview minute. Custom integrations and API access are available on the Enterprise plan.

GetHirePlus includes its own applicant tracking system, so smaller teams can run their entire pipeline — job creation, screening, interviews, offer and document collection — inside GetHirePlus without a separate ATS. Teams that already run a larger ATS typically use GetHirePlus as the AI screening and interviewing layer in front of it.

Yes. GetHirePlus includes offer letter generation and post-offer document collection, so the stage between "we want to hire this person" and "they have signed and sent their paperwork" stays in the same system as the rest of the pipeline rather than moving to email threads. Separately, the free HR toolkit at https://gethireplus.com/tools includes standalone offer letter, appointment letter and experience letter generators that anyone can use without an account.

You define a question bank for the role, and GetHirePlus calls shortlisted candidates and conducts a structured voice interview 24/7, so candidates can be screened outside business hours and across time zones. Every interview produces a full transcript plus per-question scores that recruiters review in the dashboard. Because every candidate for a role is asked from the same question bank, the screening stage stays structured and comparable rather than depending on which recruiter ran the call.

GetHirePlus AI phone interviews support 8+ languages, and the live video interview code editor also supports 8+ programming languages. This lets teams screen candidates in their preferred spoken language while keeping scoring consistent across the pipeline.

An AI phone interview on GetHirePlus is an automated screening call: the AI voice agent phones the candidate, asks a question bank you defined, and returns a transcript, per-question scores and a recommendation with no recruiter on the call. It runs 24/7 and is used to screen large applicant volumes early in the pipeline. A live video interview is a human-led round: interviewer and candidate meet in HD video with a shared real-time code editor, whiteboard mode, session recording and proctoring in one browser tab. Most teams use AI phone interviews to shortlist and live video interviews for the final technical or hiring-manager round.

Partly, and the honest answer is that no tool catches everything. GetHirePlus reduces the risk in three ways. AI phone interviews are live voice conversations with follow-up questions, so pasting a generated answer is impractical and scripted, generic responses are visible in the transcript. Proctored assessments and live coding interviews add tab-switch detection, full-screen lock, camera monitoring, copy-paste restriction and suspicious-behaviour flagging. And every answer is recorded, so a recruiter can review a flagged session rather than relying on an automated verdict alone. GetHirePlus does not use facial recognition, emotion analysis or body-language scoring anywhere in the platform.

Yes. GetHirePlus AI phone interviews are presented to candidates as AI-conducted interviews, and employers can add their own notice and consent language when inviting candidates. Disclosure is also a legal requirement in several places, including New York City Local Law 144, Illinois and the EU AI Act, so we recommend telling candidates what the AI evaluates, that a recruiter reviews the results, and how they can request an alternative process. NYC's rules are summarised at https://www.nyc.gov/site/dca/about/automated-employment-decision-tools.page.

GetHirePlus parses each incoming application against the job requirements and assigns a relevancy score automatically. You set a relevancy threshold for the role, and candidates above the threshold move forward to AI phone interviews or assessments while the rest stay in the pipeline for review. This removes manual first-pass resume review on high-volume roles.

It can if it is configured as a keyword filter, which is why GetHirePlus scores applications against the job requirements you define and shows per-criterion scores instead of a hidden pass or fail. You set the relevancy threshold per role, candidates below it are not deleted but stay in the pipeline for manual review, and recruiters can promote anyone at any stage. Protected characteristics are not used as inputs to scoring. Reviewing a sample of below-threshold candidates during the first weeks of a role is a practical way to tune the threshold so strong non-traditional profiles are not missed.

GetHirePlus supports multiple-choice questions, coding assessments with a live compiler, puzzles, mind games, open-ended questions and subjective questions. Assessments can be proctored, and live video interviews include a built-in code editor supporting 8+ programming languages with recording and proctoring, so technical screening and the final technical round can both run on the platform.

Assessments on GetHirePlus can be proctored, and live video interviews include recording and proctoring alongside the built-in code editor. Coding assessments run in a live compiler inside the platform rather than as take-home files, so you see the candidate's actual working session. Beyond proctoring, the structural defence is stage design: a candidate who clears an AI-scored assessment still faces a live video interview with a code editor in the same platform, which makes it hard for an assessment result to carry someone through a pipeline on its own.

That is the case it is designed for. AI resume screening scores every incoming application against the job requirements automatically, and you set a relevancy threshold so only candidates above it advance. Those candidates are then called by AI phone interviews, which run 24/7 and in 8+ languages, so screening capacity is not limited by recruiter hours or time zones. Assessments and live video interviews handle the technical stages. The effect is that the first two stages of a high-volume funnel run without a recruiter manually reading resumes or booking screening calls.

Yes. GetHirePlus provides branded career pages, so open roles are published under your own branding and applications flow straight into the GetHirePlus applicant tracking system — no separate job board integration or manual re-entry of applicants. This matters for AI screening too: applications that arrive through the career page are scored by AI resume screening automatically as they land.

Talent Search lets you search your existing candidate database rather than starting a new sourcing effort for every role. Candidates who applied to earlier jobs, were screened and scored, and did not get hired remain searchable, so a strong runner-up from a previous role can be surfaced for a new opening. For teams hiring repeatedly for similar roles, this is usually the cheapest source of qualified candidates.

GetHirePlus has three plans for employers, and none of them has a minimum spend or setup fee. Starter has no monthly fee: you add a card and AI interviews are charged at $0.14 per minute (₹12), with no cap on minutes. Growth is $100 per month plus $0.09 per minute (₹8), with unlimited interview time and unlimited users. Enterprise is priced per contract. For candidates, GetHirePlus is free: AI mock interviews, applying to jobs, assessments and learning paths cost nothing. The HR calculators and document generators at https://gethireplus.com/tools are also free to use without an account. Full details are at https://gethireplus.com/pricing.

The main structural difference is scope. Greenhouse and Lever are applicant tracking systems that expect you to add screening and assessment tools around them. HireVue and iMocha are specialist interviewing and assessment tools that expect you to bring your own ATS. GetHirePlus covers both sides — AI resume screening, AI phone interviews, proctored assessments and live video interviews with a code editor, plus an ATS, talent search, branded career pages and offer generation — in one product, which suits teams that do not want to assemble and integrate a stack. Starter has no monthly fee and charges $0.14 per AI interview minute (₹12); Growth is $100 per month plus $0.09 per minute (₹8). Detailed comparisons are at https://gethireplus.com/compare/gethireplus-vs-hirevue and https://gethireplus.com/compare/gethireplus-vs-imocha.

AI hiring tools are legal in most jurisdictions but increasingly regulated. In the United States the EEOC has made clear that employers remain liable under Title VII for adverse impact regardless of what a vendor claims, New York City Local Law 144 requires an annual independent bias audit and candidate notice for automated employment decision tools used on NYC candidates, and Illinois, Colorado and California impose further obligations. The EU AI Act classifies most recruitment AI as high-risk. GetHirePlus supports these obligations by keeping a structured question bank per role and retaining full interview transcripts and per-question scores, so decisions are documented and reviewable, and by keeping a human recruiter in the loop for final decisions. Employers should still run their own adverse-impact monitoring and disclosure process, and should confirm requirements with counsel for their jurisdiction. Sources: EEOC guidance on AI in employment, https://www.eeoc.gov/ai, NYC AEDT rules, https://www.nyc.gov/site/dca/about/automated-employment-decision-tools.page, and the EU AI Act, https://eur-lex.europa.eu/eli/reg/2024/1689/oj.

It applies when you use AI to screen, rank or interview candidates for roles in the EU, including when the software vendor is based outside the EU. The EU AI Act classifies AI used for recruitment and selection — including CV screening, candidate ranking and AI-conducted interviews — as high-risk under Annex III. Those obligations were due on 2 August 2026, but the Digital Omnibus on AI (Regulation (EU) 2026/1744) moved them to 2 December 2027. Bans on practices such as emotion recognition at work already apply. In practice that means telling candidates when AI is used, keeping meaningful human oversight of decisions, maintaining logs and documentation, and monitoring outcomes. GetHirePlus is built around those habits: every role uses a defined question bank, every AI phone interview retains a full transcript and per-question scores, resume screening records the relevancy score behind each decision, and recruiters make the final call inside the ATS rather than the system auto-rejecting on your behalf. GetHirePlus is a hiring tool, not legal advice — confirm your specific obligations with counsel, since the deploying employer carries most of them. Sources: Regulation (EU) 2024/1689, https://eur-lex.europa.eu/eli/reg/2024/1689/oj; Council of the EU, 29 June 2026, https://www.consilium.europa.eu/en/press/press-releases/2026/06/29/artificial-intelligence-council-gives-final-green-light-to-simplify-and-streamline-rules/.

The standard method is an adverse-impact analysis. Compare the pass rate of each demographic group at each screening stage; under the US four-fifths rule, a group passing at less than 80% of the highest group's rate is treated as evidence of adverse impact and needs investigation. New York City Local Law 144 goes further and requires an independent bias audit within the past year, published publicly, plus candidate notice at least 10 business days before an automated employment decision tool is used. GetHirePlus supports this by keeping the underlying evidence auditable — relevancy scores from resume screening, per-question interview scores and full transcripts — so you can export stage-by-stage outcomes for your auditor instead of reconstructing decisions after the fact. Sources: the four-fifths rule is in 29 CFR 1607.4(D), https://www.ecfr.gov/current/title-29/subtitle-B/chapter-XIV/part-1607/section-1607.4, and NYC's AEDT rules are at https://www.nyc.gov/site/dca/about/automated-employment-decision-tools.page.

Yes. GetHirePlus offers free AI mock interviews for candidates, available 24/7. Candidates get a realistic AI interview and feedback on their answers, which helps them prepare for AI-conducted screening interviews that now form part of many hiring processes.

Treat it like a structured interview rather than a chat. Answer the question actually asked, give one concrete example per answer with the situation, what you did and the result, keep answers to roughly one to two minutes, and speak clearly because the AI transcribes your response. Do not read pre-written answers aloud; live AI interviews include follow-ups and scripted answers read poorly in transcripts. GetHirePlus offers free AI mock interviews for candidates that score your responses and highlight areas to improve, available 24/7.

Learning Paths are structured learning tracks on the platform, used to develop candidate and employee skills alongside the hiring workflow. Together with free AI mock interviews for candidates, they are the candidate-facing side of GetHirePlus: the platform is not only a screening tool for employers but also gives candidates a way to practise and build skills.

GetHirePlus publishes a free HR toolkit at https://gethireplus.com/tools covering salary and payroll calculators such as in-hand salary, CTC breakup, take-home pay and employee cost, statutory calculators including EPF, EPS, ESI, NPS, gratuity, HRA exemption and professional tax, and document generators for offer letters, appointment letters, experience letters, relieving letters and salary slips. They are free and require no signup.