An interview that listens, then asks.
A fixed question list measures who prepared. An adaptive interview measures who can explain their own work. Talyvro chooses each question from the previous answer — and checks the claims inside it against the record instead of taking them at face value.
The next question comes from the last answer.
A candidate says a number. Instead of moving on, the interview asks how the number was established. That single behaviour separates a rehearsed answer from a real one.
Claims that cannot be supported are marked unverified rather than quietly scored.
The interview does not repeat what the screening assessment already covered.
"We increased checkout conversion by 17% over one quarter."
How did you establish that the 17% was statistically significant?
Chosen from the previous answer · not a fixed script
- Experimentation — claim, unverified
- Stakeholder management — evidenced
The format follows the role, not the tooling.
Video is not a requirement. A candidate on a weak connection, or one who simply thinks better in writing, is not penalised for it.
For roles where presence and communication are part of the job.
The same conversation without a camera — lighter on bandwidth and on nerves.
For written reasoning, and for candidates who prefer to think on the page.
A scenario from the role, discussed rather than solved against a clock.
Three states, no fourth.
Every competency in the scorecard ends the interview in one of three states. There is no invented middle, and nothing is filled in to make the card look complete.
Supported by a quoted line from the transcript, an answer or a verified record.
The candidate stated it, nothing in the process confirmed it. It stays visible as a question.
The interview did not reach it — so the human interviewer knows exactly where to start.
What your hiring manager opens.
A dossier, not a ranking: the scorecard with its evidence, the open questions, an interview guide built from the gaps, and a gate that only a person can pass.
Each criterion links to the exact line it was scored from.
Overriding an AI rating is allowed — with a written reason, on the record.
Candidate #4471
Stage · human interviewExperimentation depth · notice period
AI cannot advance or reject. A named recruiter must act.
The person on the other side of it.
Azerbaijani, English or Russian — the candidate chooses, not the employer.
The interview runs at any time, so nobody has to take leave for a first conversation.
That AI is part of the process, what it does, and what happens to the recording.
Candidates can ask for human review, and no rejection is issued without one.
What it deliberately does not do.
- It does not score appearance, accent, background noise or how fluent someone sounds.
- It does not reject. A rating is a recommendation to a person, never an outcome.
- It does not replace the human interview — it removes the part of it that was reading a CV aloud.
See it run on one of your open roles.
A working session, not a slide deck: we take a real vacancy, define it in the product, and walk through the shortlist and the evidence behind every score.