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How it works, for employers

One brief in. Every applicant interviewed. A case you can defend out.

Risenoow works in three steps: you describe the role once, every applicant is interviewed in a live spoken conversation in the language of the role, and you read a report where every score carries the candidate's own quoted words. This page walks through all three in detail, and everything that happens around them.

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No card First role live in minutes Interviews included in the trial

The five dimension radar from a Risenoow report: this candidate solid, the average of the others dotted

Step 1

Describe the role once, five ways in.

Let the AI draft the description from a short brief, write it by hand, paste an advert you already run, import it from a link, or upload a file. Whichever way you come in, the advert, the written screening questions and the spoken interview script are built in one pass.

Review before anything is created. Edit the draft, copy it, ask again, or refine it with eight one click adjustments: more senior, more junior, add a pay band, expand the benefits, shorten it, add detail, warm the tone, formalise it. Or type the change you want in your own words.

A messy paste is tidied, not rewritten. Headings, bullets and bold survive, every word preserved exactly. Rewriting it as an original description for your company is a separate, deliberate choice.

Stop halfway. Save the draft as a draft role and come back to it. Leaving the wizard and returning picks up on the step you had reached with everything you entered.

Step one of the role wizard: the facts about the role that drive the job card and the interview

What the role wizard asks you, and what it flags back.

The facts it asks for are the ones that end up on the public job card, so they are asked plainly rather than guessed at. Anything it had to work out for itself is listed for you to check the moment the role opens.

What it asks

The role. Title, classification, seniority, employment type, contract length, number of openings, internal reference and a closing date. Where the work is done. Country and city with autocomplete from a real geography list, and the work rights the role needs. Pay. Currency, pay type, a from and to range and a period, with a switch for whether it is shown publicly. It accepts what people actually type, including symbols, commas and shorthand. Language. The language the role is written in, and separately the language the interview is spoken in. What the application asks for. Email, profile link, CV and cover letter, each required, optional or not asked, per role. Who reads the reports. The address candidate reports are sent to.

What it flags, and refuses

Assumed facts, listed. Where a job fact was never stated, the role opens with a warning naming exactly which ones were assumed, because those facts appear on the public card. Invented pay, stripped. A pay figure you never gave is removed in code, not merely forbidden in an instruction. The title you typed always wins. A generated title can never gain an employment type you never wrote, so a senior post cannot come back advertised as an internship. Unfair questions removed on save. Where somebody lives or would relocate, right to work, age, marriage, gender, nationality, security clearance and years of experience are stripped from an interview script, with the category named. No questions, no publishing. A role with no screening questions cannot go live, because a candidate who opened it would have nothing to answer. The share link waits. The copyable application link appears only once the role is published, so a half finished opening cannot escape by being shared. Your team can still open it to check.

Before any interview runs

Requirements are checked first, so nobody sits through a conversation a rule has already decided.

Mark any written question as a requirement and choose what happens when it is not met: flag it for a human, or decline. The check runs on the written answers before the spoken interview begins.

The candidate is never told which rule they missed while applying.That would be an answer key. The reason arrives in the decline email afterwards, in the words you set.

A declined application says what happened, and can be undone.The record notes that no interview was run and no report was produced, and links to the control that puts it back.

Decisions are frozen as they stood on the day.Change which answers you accept tomorrow and no decision already made about a real person is rewritten. A requirement added later shows as never asked.

Requirements, checked before anyone is interviewed

Right to work in AustraliaCandidate answered: citizen

Accepted

Available for shift work including weekendsCandidate answered: yes, with two weeks notice

Accepted

Registered with AHPRACandidate answered: registration pending

Declined before the interview

A decline names the requirement in these words, in the email and in the portal.

The Risenoow interview screen: the interviewer at the centre and the status line while it joins — Your interviewer is joining. The question appears on a cue card and stays on screen while it is asked.

Step 2

Every applicant is interviewed, in a real conversation.

A live spoken interview in the language of the role, with follow up questions written from what each person just said. It is a conversation, not a recording sent into silence.

A sound check that actually checks. The candidate picks a microphone, watches the level meter and hears a sample line in the interviewer's own voice, in the language the interview will be spoken in. Continue stays shut until the meter has heard them speak.

It never talks over anyone. The interviewer cannot be interrupted, and the microphone is handled for the candidate so a cough or a pause never cuts a question short.

Nothing goes quiet without saying so. The page names the state it is in at every moment, narrates the wait while the interviewer joins, gently checks in after a long silence, and offers a way back when a line drops rather than freezing.

A bad line pauses kindly. If noise or a poor connection gets in the way, the interviewer finishes its closing sentence and offers to try again from somewhere quieter, rather than scoring the noise.

Step 3

The anatomy of a Risenoow candidate report.

Eight written sections and six things you can act on at a glance. Every part of it traces back to something the candidate actually said or wrote.

An overall score, or none at all

A number out of a hundred, stated once in the report's own voice. Where there is too little to judge, no number is produced and the report says so in its first line.

Five dimensions with quotes

Role knowledge, reasoning, communication, composure when pushed and engagement, each with one to three passages copied exactly from the transcript, and a click that opens the moment they were said.

Claims checked

Each claim from the conversation set against the CV and the written answers, marked supported, unclear or contradicted, with a one line summary.

What the interview got through

Which questions were really answered and which were not, so a thin report is never mistaken for a thin candidate.

A question to ask next

One per dimension, written for whoever speaks to the candidate next, and carried into the second stage script.

The bar you actually set

A chart against the other scored applicants with two reference lines: the average for the role, and the lowest score your team has ever shortlisted.

Start free for fourteen days Read the whole thing on one candidate

The step after the three

A second stage that books itself, runs itself and reads itself back.

Invite a shortlisted candidate and set your windows once. They book in their own timezone, reschedule if they must, and get reminders. The interview runs on camera with the background blurred automatically, a diagram on screen where a question needs one, and your questions from one shared list.

Read on the same five dimensions, with one sentence saying what changed since the first conversation. The first reading is left as it was.

You choose how long recordings are kept, from seven to three hundred and sixty five days, and the candidate is told that number before they consent.

The candidate is told the length, whether the camera is used, that real people read it afterwards, and that nothing is decided by the recording alone, all before it starts.

Booking, in the candidate's own timezone

Tue 16 Sep, 9:30Tue 16 Sep, 14:00Wed 17 Sep, 10:00Wed 17 Sep, 16:30Thu 18 Sep, 11:00

Windows the employer opened, shown in Australia/Sydney for this candidate. One click books it and the reminder emails follow.

The technical interview room: the interviewer at the centre and the question on a cue card — The camera room. The background is blurred for the candidate, and the question stays on screen while it is asked.

Who on your team sees what

Invite people as an administrator or a recruiter. Administrators see the whole workspace. Recruiters see the roles they created and the candidates on them. Notes are shared, and a save is refused with an explanation if somebody wrote in the meantime rather than quietly overwriting them.

A workspace can never be left with nobody in charge, and each refusal says exactly why.

Seven languages, chosen twice

English, Spanish, French, German, Italian, Portuguese and Hindi, each spoken by a voice that belongs to that language. The language a role is written in and the language it is spoken in are separate choices, and the report follows the written one so your team reads one language.

A description written in a right to left language is shown right to left when you review it.

Your voice, your tone

Choose the interviewer's voice for the workspace and a conversation tone for it, then write a per role prompt that shapes how the interviewer behaves on that particular job. Turn the spoken interview off for a single role where it does not belong.

Preview and test a role before it goes live, including what a candidate sees at each step.

What you get in the fourteen day trial.

Ten AI interviews, one seat and one open role, for fourteen days, with no card. Sign up takes three steps, and a setup wizard walks you from an empty workspace to a live role: your details, the company you are hiring for, its logo, your first role, then your team. Every step saves on its own and marks itself done by reading your data, so nothing is ever asked for twice.

No card First role live in minutes Skip the wizard whenever you like

See the setup wizard See what happens after the trial

Questions hiring teams ask first

Frequently asked questions about how Risenoow works for employers.

How long does it take to get a role live?Minutes. Describe the role in a short brief, or paste, import or upload an advert you already have, and the job description, the written screening questions and the spoken interview script are built in one pass. Nothing goes live until you publish it.

What does the role wizard ask for?The facts that drive the public job card: title, where the work is done, employment type, seniority, work rights, number of openings, a closing date, and pay with its currency and period if you choose to show it. Everything the wizard had to assume is listed for you to check when the role opens.

Can a candidate be declined before the interview?Yes, on a requirement you set to decline. The check runs before any interview, so nobody sits through a conversation a rule has already decided, and the candidate is emailed the reason afterwards in your own words.

What is the second stage interview?A technical interview on camera, booked by the candidate in their own timezone from windows you set once. It is read on the same five dimensions as the first conversation, with one sentence saying what changed.

Which languages does Risenoow interview in?English, Spanish, French, German, Italian, Portuguese and Hindi, each spoken by a voice that belongs to that language. The language a role is written in and the language it is spoken in are chosen separately, and the report follows the written one.

What does the free trial include?Fourteen days, no card, ten AI interviews, one seat and one open role. Real candidates, real interviews and real reports, with everything you receive in that time kept whether you go on or not.

Bring structure to your next hiring round

Describe one role tonight and read the first report tomorrow.

Fourteen days free, no card, ten interviews included.

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