Fully managed candidate screening
Send us the job and candidate contacts. We run the first-round interview calls, capture salary, notice period and location, verify what the résumé claims against what candidates actually know, and send you a human-reviewed shortlist of the candidates worth interviewing next.
Already using our self-serve tools? Recruiter dashboard and screening panel stay open.
Most tools hand you software.
We hand you an outcome.
“Here are the candidates you should interview next—and here's why.”
No dashboards to configure. No scores to interpret. No first-round calls to run. We take the screening work off your plate and return a ranked shortlist.
AskLexyHire is not
Two things in. A shortlist out.
You send the job and the contacts. We handle every step between “we have applicants” and “we know who to interview.”
Send us the role
Paste the job description or a job-post link. Add your rubric, must-haves, or deal-breakers if you have them—optional, never required.
Send candidate contacts
A name and an email or phone number is enough. No profiles to build, no résumés for you to collect—we ask candidates for those.
We run the screening
Candidates get one link and go straight into an AI-led interview call. We capture logistics, probe role-relevant skills, and verify claims—then a human reviews every result.
You get the shortlist
A ranked, human-reviewed shortlist with evidence, logistics, concerns to probe, and suggested next-round questions. You meet the best.
We check what the résumé claims
against what the interview reveals.
For the JD-based interview we ask the candidate for their résumé, then probe the experience it claims. When the answers don't match the claims, we flag it—with the transcript to back it up.
“3 years of Flutter experience. Extensive mobile development across production apps.”
AskLexy asks
“Walk me through the Flutter widget lifecycle.”
Candidate answers
Unable to describe widget lifecycle methods—responses indicate beginner-level familiarity.
- Résumé claims extensive Flutter experience.
- Interview responses indicate beginner-level understanding.
A flag is never an automatic rejection—it's a role-relevant signal, backed by transcript evidence, so your team knows exactly what to probe.
Four checks on every candidate.
No biometrics. No stored audio. Just transcripts, claim verification, and human review—each backed by evidence.
AI-Assistance Detection
We analyze the transcript for answers that look AI-assisted—overly generic, templated, inconsistent depth, sudden tone shifts.
Plagiarism Detection
Answers are checked for copied, memorized, or boilerplate content that doesn’t reflect the candidate’s own understanding.
Résumé-Claim Verification
Every claim on the résumé is probed in the interview. Mismatches between claimed and demonstrated experience are surfaced.
Human Review & Continuity
A human reviews every shortlist, and 1–2 verification questions confirm the same person shows up for the final interview.
One continuous call. Every signal captured.
The managed screen is a single, uninterrupted interview—captured as a full transcript, then human-reviewed.
Résumé Intake
The candidate provides their résumé at the start of the JD interview—so every claim can be probed and verified in the call.
Communication Assessment
Evaluates verbal clarity, fluency, and articulation as part of the screening call.
Support Communication
Evaluates empathy, active listening, problem resolution, and customer handling for support roles.
Sales Communication
Evaluates persuasion, discovery questioning, objection handling, and pitch delivery for sales roles.
Job-Specific Interview
Questions mapped to the role's JD, probing the exact experience the résumé claims.
Group Discussion
Multiple AI agents reference the résumé, challenge ownership claims, and ask real-time follow-ups.
Code Comprehension
For technical roles—evaluates ability to read, understand, and reason about code.
Human Review
A person reviews the results and rationale before anything reaches your shortlist.
They give you a tool. We do the work.
Assessment platforms help you test candidates. AskLexyHire screens them for you.
One report answers one question.
“Out of all these candidates, whom should my team interview next?”
Page 1 · Summary
Page 2 · Recommended candidates
Illustrative report. Language stays role-relevant—never “rejected,” “culture fit,” or personal judgments.
“We sent AskLexyHire 75 candidates. They returned 10. We interviewed 6, advanced 3, and hired 1—without doing 30 first-round calls ourselves.”
The outcome we're built to deliver
Built for teams drowning in inbound.
Companies
- Funded Indian startups (50–500)
- Fast-growing SaaS & AI companies
- Tech-enabled services firms
- BPO / CX / support-heavy teams
- VC portfolio companies
Best first roles
The short version.
A fully managed candidate screening service. You send a job description and candidate contacts. We run first-round AI-led interview calls, capture logistics, verify claims, apply human review, and return a ranked shortlist for your next round.
An assessment tool gives you software to evaluate candidates—you configure it, run it, and interpret the results. We don't sell you the ability to assess. We deliver the completed screening outcome: the candidates you should meet next, and why.
Yes—for the JD-based interview we ask the candidate for their résumé. We then probe the exact experience it claims. If a résumé claims, say, extensive Flutter experience but interview answers indicate beginner-level understanding, we flag a claim mismatch with the transcript to back it up.
Every transcript is analyzed for AI-assisted answers and checked for plagiarized or boilerplate content. Each produces a risk flag with supporting excerpts—a signal for your team to probe, never an automatic rejection.
A JD-based interview produces interview responses. We use the JD as the starting point and additionally handle outreach, the call, logistics capture, claim verification, human review, ranking, and a shortlist report. You get a decision-ready shortlist, not raw transcripts.
It's rolling out—early access is coming soon. In the meantime, our existing self-serve tools (the recruiter dashboard and screening panel) remain available via the links in the navigation.
Send us the job and candidates.
We run the first interview. You meet the best.
Managed Screening is coming soon.
We're rolling out early access. Want in first? Reach out and we'll set up your first batch.