Free Trial
Try Risenoow free. No card required.
$0/ month
10 AI interviews / month
- 1 user
- 1 active role
- Voice + written AI screening
- Candidate portal
- Scored AI reports
- Email support
Intelligent screening for hiring teams
Stop screening resumes. Start reading evidence.
Risenoow interviews every candidate the moment they apply, before your team spends a single calendar slot. Each submission becomes a scored report you can trace back to the candidate's actual words. You read the evidence. You make the call.
Five ways in: AI, paste, upload, a link, or write it yourself
Advertise in 23 languages, interview in 7
Free trial with ten interviews on us, no card needed
Voice screening
A response shaped by the role
Question 03 / 05
- Transcript capturedSource retained
- Responses organisedRole aligned
- Review readyContext attached
From job description to shortlist
Post a role. The first round runs itself. You review the best.
Create the role, five ways
Describe the role in a few facts, write it yourself, paste it, upload a file, or point us at a link. Risenoow drafts the whole screening from it: up to fifteen written questions across five answer types, plus a spoken interview script. Edit anything. Advertise in any of 23 languages and interview in any of 7. Publish your first role within the hour you sign up.
Your requirements first, then a real interview
Mark which answers meet your bar, and those questions are asked before the interview, so an application you were always going to decline never costs you an interview. Everyone else has a live conversation and written questions shaped for the role, in one browser session: no scheduling, no recording at a camera, no timers. Each person gets adaptive questions written from their own answers, their transcript, their CV and their cover letter.
Review reports you can trace to the source
Each submission arrives as a structured report: score out of 100, strengths, gaps, fit assessment and suggested interview focus, with the recording, transcript and written answers one click away. Shortlist from evidence, not gut feel.
See it before you sign up
The report your team actually gets.
Jordan Lee
Senior Product Designer · Applied 2 days ago
84
SummaryStrong systems thinker with shipped B2B design work; communication stays clear and structured under pressure.
StrengthsDesign systems at scale · stakeholder communication · pragmatic scope judgement
GapsLimited native mobile experience; probe depth of usability research practice
Focus areasAsk about the marketplace redesign: what they personally owned vs the team
▶ Voice recording
≡ Full transcript
✎ Written answers
No black box. Every line of the report, the 84, the strengths, the flagged gaps, links to the candidate's actual answer, in their own words or their own voice. If you ever disagree with a score, the source is right there.
Take the interview yourself
The fastest way to judge an intelligent interviewer is to be interviewed by it. Try a five minute sample interview as a candidate. Then imagine every applicant arriving to you like this.
Try a sample interviewReading a candidate properly
Not a score. A case you can check.
Eight sources, judged together
The assessment reads the written answers, the voice transcript, the adaptive answers, the requirement evidence, the CV, the cover letter, the career profile as it stood when they applied, and their LinkedIn: one picture of one person, not an interview score with a CV stapled to it.
Five things the interview actually showed
Role knowledge, reasoning, communication, composure when pushed, and engagement: each scored, and each carrying the candidate's own words underneath it. Where somebody gave you little to go on, the report says so and scores it low because it is unevidenced, instead of writing something flattering to fill the space.
Everyone, side by side
See where a candidate sits among everyone else scored for the role, against the average, and against the lowest score you have actually shortlisted, which is the bar you really use rather than the one you would describe. A second chart puts their five dimensions against the role's average, so you can see where they are strong, not only how strong.
Five dimensions, one interview
Candidate 84
Role average 71
Everyone scored for the role
Role average 71
Lowest shortlisted 76
The bar that matters is the lowest score you have actually shortlisted. That is your real bar, and the chart shows it.
Compare your first round
Your first round, three ways.
Phone screens
30 minutes each, calendar Tetris, notes no one reads again. You physically cannot screen everyone, so the resume decides who gets a voice.
One way video and keyword filters
One way video gets you coverage, but candidates talk at a camera, not with anyone, and you still watch every recording. Keyword filters are faster still: they cut people before anyone looks at all.
Risenoow
Every applicant gets a real conversation the moment they apply. You get comparable, structured reports on all of them, each traceable to its source, and you spend your calendar only on the shortlist.
Risenoow replaces your first round. Your interviews stay yours.
The questions you should ask any AI hiring tool
AI that organises. Humans who decide.
Does the AI reject candidates?
No. By design. Risenoow never rejects anyone automatically. It structures and scores responses; your team reads and decides. Every decision on record is a human one.
Can I trust the score?
Trust it the way you would trust the notes of a thorough colleague: as a starting point. Every score and summary is traceable to the candidate's actual answers, audio, transcript and text, so you can verify anything in one click.
Where does candidate data live?
Recordings, transcripts and answers live in your workspace, visible only to your hiring team and never shared with other employers. Analysis happens solely to prepare your report, and nothing a candidate gives you is ever sold.
What's the experience like for candidates?
A conversation: no recording at a camera, no countdown timers, and it works in the browser. Candidates get a fair, consistent first round instead of a keyword filter. Try the sample interview above and judge it yourself.
One process, every seat at the table
Sharper first rounds for the whole hiring loop.
Founders & small teams
No recruiter? Run a professional, consistent first round anyway. Post the role, let the screening run, and read scored reports instead of eighty resumes, starting from the top.
HR & talent teams
Standardise the first stage across every role and hiring manager. Same questions, same scoring, and every question, answer and score kept on the record.
Recruiters
Replace repetitive first calls with structured evidence, and walk into every hiring meeting with reports instead of impressions.
Agencies hiring for several clients
Run multiple companies from one workspace, each with its own name, logo and introduction on the advert and in what the interviewer says about them. Invite your team, give each person the access they need, and keep the candidates of every client separate.
Simple, transparent pricing
Start free. Scale when your hiring does.
Every plan includes voice interviews, written screening, adaptive questions and scored reports. Quotas are monthly interviews, team seats and open roles.
Starter
For small teams making their first structured hires.
$49/ month
20 AI interviews / month
- 2 users
- 3 active roles
- Voice + written AI screening
- Candidate portal
- Public job board listing
- Email support
Growth
For scaling teams hiring across multiple roles.
$199/ month
100 AI interviews / month
- 10 users
- 15 active roles
- Everything in Starter
- Adaptive questioning
- Team seats + shared reviews
- Priority support
Scale
For high volume hiring with advanced controls.
$499/ month
300 AI interviews / month
- 0 users
- 0 active roles
- Everything in Growth
- Unlimited jobs & seats
- Custom quotas
- Dedicated support
No card to start · Cancel anytime · Prices as shown at checkout · Questions? Talk to us
Before you ask
Straight answers for busy hiring teams.
How long does setup take?
Paste a job description and Risenoow drafts your questions and interview script. You can publish your first role within the hour you sign up.
Do candidates actually complete a voice interview?
It is a natural conversation in the browser: no app, no scheduling, no timers. And where you enable it, candidates who cannot do a voice interview can complete the full written screening instead, an accommodation path rather than a loophole. Try the sample interview to feel the experience.
What if the analysis gets a candidate wrong?
Then you will catch it: every report links to the real answers of the candidate, and nothing is rejected automatically. Risenoow prepares; your team decides.
How does the analysis work?
Risenoow reads everything the candidate gave you, from written answers and the conversation transcript to the CV and profile, scores what it can evidence, and says plainly when it cannot. Every line stays traceable to its source.
Can we use our own branding?
Yes. Your logo and company details appear across the candidate journey and careers page.
What happens when we hit our monthly interview quota?
You'll see usage clearly in Billing. Plans include overage headroom beyond the quota, and you can upgrade any time.
How does Risenoow fit with hiring regulations?
Risenoow keeps a person in charge at every step: no automated rejections, consent captured before every interview, and every summary traceable to the candidate's own words. Those are the records many screening rules require you to be able to produce. Rules like NYC Local Law 144 or the EU AI Act may still impose duties, such as bias audits and candidate notices, depending on how you use any screening tool. Risenoow does not replace your legal review; it gives you the records to support it.
Where real ability meets real opportunity
Read evidence, not resumes.
Set up your first role free, or take the sample interview and see exactly what your candidates will experience.
Questions? Talk to us