In some hiring processes, Greenhouse uses Voice AI, our conversational AI interviewing technology, to give candidates an additional opportunity to share their experience in their own words.
Voice AI came to Greenhouse through our acquisition of Ezra AI Labs, a company built to deliver structured, candidate-centric AI interviews that feel natural rather than robotic. You can learn more about the acquisition in this blog post, written by our CEO, Daniel Chait.
Why we use Voice AI
Today, many qualified candidates never get the chance to speak with a recruiter early in the process. Our hiring benchmarks have shown that there’s been an +111% increase in applications per job. We use Voice AI to help give more candidates a structured opportunity to be heard and to help our hiring teams evaluate experience more consistently.
Voice AI also gives candidates an opportunity to showcase their skills and experience that may not fully come through on a resume alone, giving hiring teams a better signal into their background. With Voice AI, structured hiring can now reach the very first stage of the hiring process – enabling the same fairness, consistency and explainability that we’ve applied in later stages.
In addition, interviewing with Voice AI is conversational. This is an important differentiator from other agentic interviewers, where it can feel like you’re talking to a robot. Voice AI asks role-related questions in a back-and-forth format, and you can also ask questions about the role, team or company – similar to how you would speak with a recruiter.
Voice AI also makes it easier for candidates to interview on their own schedule, without needing to coordinate calendars across time zones.
How voice AI evaluates your skills and experience
Before any Voice AI interview, our hiring team defines the questions and evaluation criteria for the role. Every candidate who participates is asked the same role-specific questions and evaluated against the same rubric. This approach is designed to align with our structured hiring philosophy: candidates are assessed consistently against job-related criteria that are defined in advance.
How your Voice AI interview is used and who has access
After the interview, Voice AI may generate an evaluation based on a rubric that the hiring team sets. A recruiter reviews that evaluation alongside your application materials as one input in the overall process before making a decision. In some cases, interview data may also be used internally for hiring team calibration.
Your interview recording and transcript may be accessed by the Talent Acquisition Manager, hiring manager and others involved in evaluating candidates for the role. If needed, certain internal teams, including Security or Legal, may also access interview data for fraud detection, prevention or compliance-related review.
Important reminders
- Humans make every decision. The TA Manager will review every single Voice AI assessment before making a decision. Voice AI will not make any hiring decisions on its own.
- Interviewing with Voice AI is optional. You can opt out at any time, and your application will continue through our standard process. Opting out of Voice AI has no impact on our decision making.
If you have questions about Voice AI or how Greenhouse uses AI in hiring, please contact your Talent Acquisition Manager.