The interview is the part I care about. I have trialled things described as AI interviewing where the candidate is really recording answers to a list. This is not that. The conversation develops. A vague answer gets stayed with. Something important gets explored. Candidates have room to interact rather than talking into a form, which is the whole gap between this and a one-way video interview. Watching the recording later, I usually understand the person and their experience in more detail than I expected. Our hiring managers have stopped treating the first round as something to redo

The combination of candidate enrichment, candidate outreach, and interview scorecards in a single pipeline allows us to remain organized. We do not utilize all features for each job opening, but for core recruiting needs, it is helpful to move candidates through the outreach process and initial assessment phase without breaking context.

It is very easy to get into. We describe the kind of person we need in normal language, look at what comes back and start working from real candidates. I do not spend time thinking about how to build the search. Quality is consistent enough that we are not losing the first hour deleting irrelevant profiles. Enrichment and outreach sitting next to the search helps too. Once we find someone good there is barely any admin before we can contact them. Setting it up took an afternoon, not the week we had budgeted, and we did not have to touch Greenhouse to do it