A candidate who did not get the offer writes back three weeks later. The questions felt unfair, they say, or the call dropped twice during the interview and nobody mentioned that it counted against the score. The recruiter wants to go back and actually listen to what happened. The recording is not something she can just open. It sits on a server run by whichever company sold the business its interview software, in a country nobody in the office could name without checking, behind a support form that takes two working days to answer — if the vendor's retention window has not already closed and thrown the file away.
By the time anyone hears the interview again, if anyone ever does, the hiring decision has effectively been made twice: once by whoever screened the candidate, and once by a retention schedule written into a contract nobody in HR read closely.
Why we build it this way
Most hiring software treats the recording as a by-product of running the interview — something that lands wherever the vendor's own infrastructure happens to put it, kept for however long that vendor's policy says, and handed back on request if it is handed back at all. Nobody designed that to be unfair. It is just what happens when the tool and the record of what the tool did belong to two different companies.
We think that is the wrong design for something this consequential. The recording is not a leftover from running the interview. It is the actual evidence behind a decision about somebody's employment. If a company cannot produce it the moment that decision is questioned, it stops mattering how carefully the interview was scored — nobody can check the scoring against anything.
If you cannot produce the interview, you cannot defend the decision that came out of it.
So the recording has to belong to the company that ran the interview from the moment it is made, not something requested back from whoever sold them the software. That is a design choice, made before the first interview ever runs, not a feature bolted on afterward — it decides who can delete a recording, who has to be asked before anyone can see it, and whether "we'll check with the vendor" is ever an answer a recruiter has to give.
How it works, roughly
A candidate applies through a GetScreened link instead of sending a résumé, and sits an AI voice interview whenever it suits them. From there:
- The recording and the scorecard built from it land in the company's own account, not a copy that has to be requested back later
- The scorecard measures fit to the role and whether the session itself holds up — the actual answers, not a document someone had time to polish
- A recruiter can open the recording itself at any point, not only the score, and listen again to the exact moment a decision is questioned
None of this removes the recruiter from the decision. She can agree with the scorecard, overrule it, or go back to the recording because one answer deserves a second listen — and whichever way she decides, the recording that decision rests on was already sitting in her own account, not somewhere she had to go and ask for it.
A year of hiring like this is a stack of decisions a company can actually stand behind — every recording still sitting in the account that ran the interview, not a copy somebody has to request from a vendor after the fact. The recruiter still listens, still disagrees when she wants to, and still signs off alone.
Read about GetScreened.in →