Do I need to change my ATS or LinkedIn Recruiter?

No. AIIA sits between the pile of applicants and the shortlist. You keep sourcing and tracking where you do today.

Will the AI reject candidates on its own?

No. It scores and reports. You decide who is invited and who goes to the client.

How long does a candidate have to complete the interview?

The invitation link stays valid for 24 hours from the scheduled time, so most candidates do it the same evening.

Can I use it for several clients at once?

Yes. Each client role is its own role in your account, and Pro allows 30 roles.

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How a solo recruiter screens 200 applicants for one client role.

Updated 26 October 2026

With 200 applicants and time for about 20 calls, the answer is not to call faster. Read every CV against the client brief first, send a short spoken first round to everyone above the bar, and only read the reports of the ones who did well. You then spend your calls on the final few, not the first pass.

Why do 200 applicants break a one person desk?

A client posts a sales or support role and the applications arrive in a day or two. You are the sourcer, the screener and the account manager, and you also have other searches open. If a screening call takes 15 minutes plus notes, 200 applicants is more than a week of calls. Nobody has that week, so most recruiters call the first 20 who look good and hope the best person is among them.

That is where good candidates are lost. The person who applied on day two, or whose CV used different words for the same job, never gets a call. By the time you reach them, a faster recruiter has placed them. The client sees a slower shortlist, and you see a lower fill rate on the same hours.

What does the week look like with an AI first round?

Day one, morning: set up the role with the client brief and the areas to cover, such as how they handle an objection or an upset customer.
Day one: upload all 200 CVs in one batch. Each one is scored from 0 to 100 against the job description, with the reasons written out.
Day one, afternoon: invite everyone above your bar by email, or by WhatsApp if you turn it on. Candidates open the link in a browser, with no app and no account.
Days two and three: candidates answer a spoken first round on their own time, with follow-up questions based on what they say.
Day three or four: read the reports of the top candidates, with scores, written reasoning, the transcript and a recording when available.
Day four: call your final five or six yourself, then send the client a shortlist with the evidence behind each name.

Your own calls move to the end of the process, where your judgement matters most. The first pass, which is the same questions 200 times, is the part you hand over.

Which questions should the first round ask?

Keep it short and close to the job. For customer facing roles, four or five areas are enough for a first round of about 15 minutes.

Area	Example question	What a strong answer shows
Role match	Tell me about the part of your current job that is closest to this one.	Real tasks that match the brief, not general claims.
Customer handling	Tell me about a customer who was unhappy with you. What did you say first?	Calm, a clear first step and a result.
Targets	What number were you measured on last quarter, and how did you do?	A specific number and an honest account of it.
Availability	When could you start, and is anything in the way?	A realistic date and notice period.

For more questions by role, see call center interview questions, sales interview questions and customer service interview questions.

What do you send the client?

A shortlist with evidence travels better than a list of names. For each person you can show the score, the written reasoning tied to what they said, and the transcript. A client who never met the candidate can see why they made the list. Open the sample report to see the format.

What does it cost for one search like this?

A 15 minute interview is one credit. If 60 of the 200 applicants are above your bar and you invite them all, that is 60 credits. Pro is 99 dollars a month for 200 interview credits and 5 seats, so a search like this uses less than a third of a month. The free plan has 10 interview credits a month and 100 resumes processed a month, which is enough to try it on a smaller role first. See pricing.

Where does it not fit?

If the client wants a work test or a technical assessment, run that first. If the role is senior or confidential, the candidate will want to speak with you before anything else. The report is evidence for your decision. You still choose who goes to the client.