CRITICAL HIVE For employers

A fair first round for every applicant.

Critical Hive gives Australian employers the same structured first round for every applicant, ranks them with evidence, and flags fraud for review. AI assists. A hiring manager decides who proceeds.

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Structured & consistent
Fraud-aware
Hiring-manager ready

A fair first round for every applicant

01 Outcomes

What changes for your talent team.

No more screening backlog

Every applicant gets interviewed within hours of applying, not when a recruiter finds time for a call.

Consistent, defensible scoring

The same questions and rubric for everyone, with evidence for every score and a record of every decision.

Fraud stopped early

AI vision proctors the interview live — no video is recorded — and cheating signals are flagged before an offer. A selfie is captured at the start; photo ID is collected by your team if the candidate progresses, not by Critical Hive.

Hiring managers in the loop

Managers see the shortlist, the evidence and suggested questions, and decide who to meet.

Screening built in

Work rights, clearance, notice period and salary expectations captured alongside the interview.

EARLY ACCESS

Works with Workday

Import requisitions, invite candidates when they reach your chosen stage and write the score back to Workday, so recruiters stay in the system they know. See how

A better candidate experience

Interview at any time on any device, in plain language, with a human option always available.

02 FAQ

For talent teams and hiring managers.

Hiring security people specifically? Our cyber security recruitment team can run the whole search.

Is an AI interview fair to candidates?

A structured AI interview built on the STAR method asks every candidate the same job-related questions and scores answers against the same rubric, which is more consistent than unstructured phone screens. Critical Hive never analyses faces, emotions or accents, scores content only, and leaves every decision to a person.

How do hiring managers use Critical Hive?

Invite hiring managers as viewers. They see the ranked shortlist, skills scores with evidence and suggested questions for their interview, and can record their decision.

What about candidates who prefer not to do an AI interview?

Candidates are told up front how the interview is assessed and can ask for an interview with a person instead. Offering that choice is good practice and supports your transparency obligations.

Can we ask screening questions such as work rights or clearance?

Yes. Add screening questions to any role, for example right to work in Australia, current clearance level, notice period and salary expectations. Answers appear on the candidate's report.

FOR EMPLOYERS

Share the Critical Hive pack with your hiring team.

Seventeen slides for talent leads and hiring managers: how the interview works, the evidence behind each score, fairness and compliance tools, security and pricing.