Set the bar once
Pick a role or paste a job description. Hireflo builds the rubric — then runs the first pass so your team does not have to sit every screen.
Keep your work moving. Hireflo takes care of hiring.
Companies breeze through the day while we run the interviews, score the answers, and hand you evidence. Screening, follow-ups, a cited scorecard — Hireflo does the main things. You keep the hours and meet the people who already cleared the bar.
Same engine · A different hiring flow per role · You decide · I'm here to practice
Live session · CandidateREC 12:36
Hireflo is in the room. Your team stays on the work.
Cited evidence
Criterion passed — named a measured outcome. Suggested follow-up: “How did you measure the improvement?”
Question 2 of 6
How would you optimize a React app for performance?
CoveredTechnical
Mark 04:12On the tape
An AI Engineer is not a Forward Deployed Engineer.
Hireflo writes a different hiring flow for each role — the room, the checks, the tape. Same engine. Not the same interview.
Most interview prep is guesswork. Most first rounds are calendar burn.
Candidates rehearse into a mirror and hope. Hiring teams sit through screen after screen, then rate on gut feel. Both sides lose hours they never get back.
Hireflo gives candidates a real practice loop — and gives companies a structured first pass, so live interview time is spent only where it counts.
You breeze through the work. We take care of hiring.
The work does not pause for a first round. Hireflo screens, follows up, and scores — so your people stay on the job that already pays the bills.
Photography: Albert Dera, Andrey Zvyagintsev, WOCinTech Chat — Unsplash. These are editorial portraits, not customer testimonials.
A mock interview that talks back.
Choose your role, level, language, and interviewer style. Then answer real questions, out loud, under real conditions.
Run your first mock — free- Realistic AI interviewerTuned to the job you want. Follow-ups, probes, and silence when you should fill it.
- Coaching while you speakHireflo listens for what your answer is missing — a number, an outcome, your specific role — and suggests the fix in the moment. You accept it or dismiss it; nothing changes without you.
- Reports that point at the tapeNo mystery scores. Every criterion you passed or missed links to the exact moment in your recording.
Give your hiring team their hours back.
First-round interviews eat calendars. Hireflo does the main things — structured interviews, follow-ups, a cited scorecard — so managers review evidence, not another hour on a call that was never going to convert.
- Rubrics from your job descriptionPaste the JD; get role-specific, yes/no criteria your whole panel scores against. Same bar for every candidate.
- Interviews that track themselvesYour question list checks itself off as topics get covered.
- Evidence, not adjectivesAssessments cite transcript spans. Walk into the debrief with receipts.
From “let's begin” to a report you can defend — in one session.
Let the AI run it
Candidates practice or complete a live first round. Transcription, question tracking, and coaching run quietly alongside.
Review evidence, not calendars
Criterion-by-criterion results, each linked to the tape. Managers only sit with people who already cleared the bar.
AI you can audit. Decisions people make.
Every score cites its source.
If Hireflo says a criterion passed, it shows you the sentence. No evidence, no credit.
No face or voice judging. Ever.
We assess what was said — never appearance, accent, tone, or background.
Bias-tested, on purpose.
We perturbation-test scoring and publish how. Formal third-party audits are in progress — we will not claim them until they exist. Read the methodology.
Humans decide.
Hireflo recommends; your team hires. That's policy, not fine print. Responsible AI principles.
Start free. Upgrade when it’s working.
Interviews run on credits. One credit is one full session — a mock for you, or a scored interview for a candidate — typically 20–30 minutes.
Free
$0
to start · 3 credits
No card. Run your first mocks and see a scored report.
- 3 interview credits
- AI interviewer (mock)
- Binary, evidence-linked rating
- Your recordings stay yours
Individual
$39
5-credit pack · $7.80 / session
Pay as you go. Buy another pack whenever you need it — credits do not expire for 12 months.
- 5 credits per pack
- Live answer coaching (accept or dismiss)
- Replay every cited moment on the tape
- Same binary rating as Team
Team
$79
/ seat / month · 8 credits / seat
The AI takes first-round hours off the calendar. Rubrics, review queue, and scored candidate interviews.
- 8 credits per seat each month
- JD → binary rubric builder
- Question tracking and cited scorecards
- Review queue and R2 handoff
- ATS and calendar connectors
Enterprise
Custom
volume credits · Pooled credits
Shared credit pools, SSO, DPA, and an SLA. Price follows volume, not seats alone.
- Pooled credit bank
- SSO and audit logs
- DPA and subprocessor list
- Priority support and SLA
What you get, side by side
CapabilityFreeIndividualTeamEnterprise
Binary rating — yes/no criteria, not a 1–10 gut score
Evidence-linked scores (quote + timestamp required)
AI interviewer (language-model follow-ups in the room)
Live answer coaching (accept or dismiss)
JD → rubric builder
Review queue and hiring-manager handoff
ATS and calendar connectors
SSO, DPA, audit logs, SLA
Questions, answered straight.
Is the AI interviewer actually realistic?
It asks follow-ups, probes vague answers, and adapts to your role and level. It won't fill silence for you — which is exactly the point.
Who can see my practice recordings?
You. Practice sessions are private by default. You choose what to share, and you can delete anything, anytime, from Settings.
Does every role get the same interview?
No. The engine is the same — plan the rubric, run the room, cite the score. The hiring flow is not. A Forward Deployed Engineer sits an install-room. An AI Engineer sits an eval lab. Frontend gets a production-debug room. You change the JD. Hireflo writes that role’s flow. You do not retrain the product.
How is scoring different from a 1–10 rating?
We don't do single gut-feel scores. Language models extract yes/no criteria from the job, run the interview, and refuse to credit a pass unless the quote appears in candidate speech. You can disagree with a criterion — you can't disagree with the tape. That is a stricter rating system than a slider.
What do the models actually do?
They parse the JD into binary checks, ask follow-ups in the room, and gate every score on transcript evidence. They never judge face, voice, or accent. They recommend; your team hires.
Does the AI judge my face, voice, or accent?
No. Hireflo evaluates the content of your answers only — never appearance, tone, accent, or background. That's in our AI principles, publicly.
Can hiring teams use this to auto-reject candidates?
No. Hireflo provides assessments to support human decisions. Scores flag, inform, and organize — people decide.
Does it integrate with our ATS?
Connectors in the product today: Greenhouse, Lever, Ashby, Workday, Slack, Zoom, Google Calendar, and Outlook. Full two-way ATS sync is rolling out. API and webhooks cover everything else.
Breeze through the work. Let Hireflo hire.
We take care of the main things — interviews, scoring, a cited scorecard. Your team keeps the hours and meets the people who already cleared the bar.