← Back to Guides
AI Screening

Setting up AI screening interviews

Configure AI-powered screening calls that evaluate candidates 24/7 using your custom rubrics.

HirePad's AI screening interviews let you evaluate candidates around the clock without lifting a finger. This guide covers how to set up your first screening rubric and start running AI interviews.

How it works

When a candidate reaches a designated pipeline stage (typically "Screening"), HirePad automatically sends them an interview invitation via email or SMS. The candidate clicks the link and enters a conversational AI interview tailored to the role.

The AI asks questions based on your rubric, adapts follow-ups based on responses, and scores the candidate across each dimension. You get a transcript, scores, and key insights delivered to your dashboard.

Creating a screening rubric

  1. Open a job and go to the Screening tab
  2. Click Create Rubric
  3. Add dimensions you want to evaluate (e.g., "Technical Knowledge", "Communication", "Problem Solving")
  4. For each dimension, set:
    • Weight (how important this dimension is relative to others)
    • Scoring criteria (what constitutes a 1, 3, or 5)
    • Sample questions (the AI uses these as a starting point but adapts dynamically)
  5. Save and preview your rubric with a test interview

Choosing interview mode

HirePad supports two interview modes:

  • Voice for a phone-call-style experience (uses your voice agent minutes)
  • Text for a chat-based interview (no voice minutes consumed)

You can offer candidates the choice or default to one mode per job.

Reviewing results

After each interview, you'll see:

  • Overall score across all rubric dimensions
  • Per-dimension breakdown with the AI's reasoning
  • Full transcript of the conversation
  • Key insights highlighting standout responses or concerns

Use the "Compare" view to stack candidates side-by-side on rubric scores.

Tips for effective rubrics

  • Keep dimensions to 3-5 per rubric for focused evaluation
  • Write specific scoring criteria rather than vague descriptions
  • Test your rubric with a practice interview before going live
  • Review and refine after your first batch of real interviews