An applicant tracking system stores applications and ranks them, so somebody on your team still has to read the pile to find out who is worth an hour. Risenoow interviews every applicant in a live spoken conversation first, hands you a report where every score carries the candidate's own quoted words, and then keeps the pipeline as well: stage tabs with counts, shared notes, scoped access and a public job board listing.
This page describes the category, never a named product. Everything in the Risenoow column ships in the workspace, with nothing to integrate.
No cardFirst role live in minutesInterviews included in the trial
Two ways to meet two hundred applicants
Stored and ranked
A list of CVs sorted by a match percentage. Somebody opens the ones near the top and forms an opinion nobody else can check.
Interviewed
Two hundred conversations already held. Each one scored on five dimensions, with the sentence behind every number and a question to put next.
The pile does not get smaller by being sorted. It gets smaller by being asked.
Side by side
Storing and ranking, or interviewing everybody who applies.
The left column describes what applicant tracking systems do as a category. We do not name products, and where the category does something better we say so in the row below.
An applicant tracking system
Risenoow
Why it matters
What happens to an application
It is stored, parsed and ranked against keywords, then queued for a human to read.
Every applicant is interviewed in a live spoken conversation in the language of the role, with follow ups written from what each person just said.
A rank tells you the order to read in. A conversation tells you what somebody can actually do.
Who does the first read
Your team, on the pile, after hours.
The interview does it, and the report shows its working rather than asking to be trusted.
The first read is the one that quietly decides the shortlist, and it is the one nobody has time for.
Requirements
A knockout question you read afterwards, or a filter on the list.
Requirement questions are asked before the spoken interview, so nobody sits through an interview a rule has already decided.
It is not kinder to interview somebody a rule was always going to turn away.
What a decline sends
A template, or nothing at all.
An email naming the requirement in the same words recorded on the application, and saying it is a fact about the role rather than a judgement of the person.
What the candidate reads and what you read cannot drift apart, because they are the same sentence.
The shortlist you can defend
A rank, a match percentage, and whatever your team wrote in a note.
Five dimensions with quotes underneath, claims marked supported, unclear or contradicted, a question to ask next, and a comparison chart with two reference lines.
The two lines are the average for this role and the lowest score your team has actually shortlisted, which is the bar you set in practice rather than one anybody invented.
When there is almost nothing to judge
A sparse application is ranked like any other.
No score at all. The report opens by saying it is not scored and states how many written answers, follow ups and spoken words there were.
A number over an empty application is the one number that will be quoted back at you.
Second stage
A calendar link, or an integration somebody maintains.
Set your windows once. The candidate books in their own timezone, reschedules once if they must, gets reminders, and the interview runs on camera with the background blurred and a diagram on screen where a question needs one.
The scheduling is where a fast process usually loses a week.
The second reading
A scorecard somebody types up afterwards.
The technical interview is scored on the same five dimensions, with one sentence saying what changed against the first conversation.
Two readings on the same scale is the only way to see movement rather than opinion.
The pipeline
The whole product, and usually a good one.
Kept. Stage tabs with counts that agree with the list underneath, shared notes protected against two reviewers overwriting each other, recruiters scoped to the roles they own, a pipeline strip and a thirty day chart.
You should not have to give up the tracking to get the interviewing.
Setting a role up
A configuration project, then a template to maintain.
Describe the role once, as a brief, an advert, a link or a file. The advert, the screening questions and both interview scripts are written in one pass, and anything assumed is listed for you to check.
Nothing is invented into the advert: a pay figure you never gave is stripped out and the title you typed never gains a word.
Where your role is seen
Wherever you pay to post it.
Published roles are listed on the public Risenoow job board, with job alerts that bring candidates back.
The board and the interviewing are the same system, so a role is live in one place rather than two.
Price
Per seat, usually per year.
Per interview a month. Free Trial $0 for fourteen days with ten interviews, Starter $49, Growth $199, Scale $499, with extra interviews charged at a stated rate.
A seat price punishes you for letting a hiring manager look. An interview price tracks the work actually done.
The shortlist screen a hiring team opens instead of a ranked list of CVs. Every score on it is a link back to the words that earned it.
Nothing is given up
The tracking an applicant tracking system does, Risenoow still does.
Adding the interview does not mean losing the list. These are in the workspace on the first day of the trial.
Stages and countsAll, pending, analysed, reviewed, shortlisted and rejected, with counts read through whatever search and filters are in force, so a tab can never claim a number the list underneath does not show.
One record per candidateThe assessment, the interview, the technical interview, the career profile, the cover letter, the role requirements, the written answers, the follow ups, and the status and notes.
Shared notes that do not collideA save is refused with an explanation if a colleague wrote in the meantime, rather than quietly replacing what they said.
Access that matches the org chartAdministrators see everything. Recruiters are scoped to the roles they created, and a colleague's candidate, recording or email log entry is a flat refusal.
A dashboard for the weekOpen roles, total applications, awaiting review, reviewed, shortlisted and the average score, with a pipeline strip and a thirty day applications chart.
A list you can read without opening anybodyEach row carries a mark for a completed spoken interview, a badge for a completed second stage, and a score coloured by band, with stage colours that mean the same thing on every screen.
An automatic decline can be undoneThe record explains what happened, notes that no interview was run and no report produced, and links to the stage control so a person can put it back.
Empty sections explain themselvesEvery blank part of a record says why it is blank, rather than leaving a reviewer wondering what went wrong.
Email activity in one placeEvery message the platform sends is logged with its workspace and its application, including the ones that were refused, so a candidate who never heard from you leaves a trace.
The rules, written into the code
The answer for legal, for the board, and for the candidate who asks.
Every line here is enforced by the product rather than by a policy document, which is what makes a shortlist defensible in the week nobody has time.
Unfair questions removed on save.Relocation, right to work, age, marriage, gender and nationality are stripped from an interview script, with the category named.
Accent, grammar and mood never scored.Reasoning and engagement are scored instead. Communication is judged on substance.
Nothing invented into the advert.A pay figure you never gave is stripped out, and a title you typed never gains a word.
Low confidence over guessing.Anything the material does not evidence is reported as unclear, never flattered into a score.
Decisions are frozen.What the role required and what the candidate had sent are recorded as they stood on the day, so a change tomorrow never rewrites a decision about a real person. A requirement added later is shown as never asked.
Retention is promised once and kept.You choose seven to three hundred and sixty five days for recordings. The candidate is told the number before consenting, it is stored with the agreement, and a scheduled sweep deletes on that day.
Put one role through it before you decide.Fourteen days, no card, ten interviews, one seat and one open role. Nothing to integrate and nothing to migrate.
Frequently asked questions about applicant tracking and AI interviews.
Is Risenoow an applicant tracking system?Risenoow does the tracking an applicant tracking system does, and adds the part that usually sits in front of it: every applicant is interviewed before anybody opens the list, and the list itself carries stages, counts, shared notes and scoped access.
Do we have to replace the system we already use?No, and there is nothing to integrate either. A role published on Risenoow is worked in the Risenoow workspace, appears on the public job board, and the reports can be read there by the people you invite.
How long does it take to get a first role live?Minutes. You describe the role once and the advert, the screening questions and both interview scripts are written in one pass, with anything assumed listed for you to check before you publish.
What does a recruiter see compared with an administrator?Administrators see the whole workspace. Recruiters are scoped to the roles they created, and a candidate, a question, a recording or an email log entry belonging to a colleague's role is refused outright.
Is Risenoow priced per seat or per interview?Per interview a month. The free trial is $0 for fourteen days with ten interviews, one seat and one role; Starter is $49, Growth is $199 and Scale is $499, each with a stated rate for interviews beyond the allowance.
What happens to a candidate a requirement declines?They are told which requirement, in the same words recorded on the application, and that they may apply again after a cooling period. No interview is run and no report is produced, and a person on your team can undo it from the record.
Bring structure to your next hiring round
Your next role interviewed properly by tomorrow morning.
Fourteen days free, no card, and a shortlist where every score shows the words behind it.
