Introducing AI Interviewing: Unlimited capacity for real conversations
Give more candidates a real conversation, not just a resume review. AI interviewing, through structured, role-specific interviews, gives your team consistent, comparable signal, earlier.
Hiring has had the same bottleneck for decades.
You can attract candidates at scale. You can collect resumes at scale. You can even score and shortlist at scale.
But the moment you want a real conversation, everything slows down. Calendars. Time zones. Work hours. Recruiter bandwidth. Hiring manager availability. The interview loop becomes the constraint that quietly decides who gets considered and who never gets a shot.
This week, that changes.
We’re launching AI Interviewing in Mega HR, powered by Megan: a role-aware AI interviewer that can conduct structured voice or video interviews on demand, 24/7, with consistent rigor and decision-ready output.
And when you combine AI Interviewing with AI Shortlisting and Interview Insights, you get something bigger than a feature.
You get a new hiring operating system.
The problem: resumes don’t tell the story, and interviews don’t scale
Resumes are useful, but they’re not an interview. They compress people into bullet points and pedigree signals. They filter for who knows how to present themselves on paper, not necessarily who will perform.
But interviews have their own issue: they don’t scale.
A hiring team can only do so many first-round screens in a week. Candidates have to fit into a 9–5 calendar. Speed becomes a scheduling problem. And in the earliest stages, decisions get made with thin signal because there simply isn’t time to gather more.
That reality shapes outcomes. It shapes who gets evaluated. It shapes who gets hired.
What AI Interviewing changes
Infinite bandwidth, zero calendar friction
Megan doesn’t have a calendar constraint. No 9–5. No “next Tuesday.” No two-week backlog of phone screens.
With AI Interviewing, candidates can interview when they’re available. Nights. Weekends. Between shifts. On their own schedule.
That flexibility sounds simple, but it’s disruptive because it removes the biggest throughput constraint in hiring: the first real conversation.
More candidates interviewed, earlier
When first-round interviews aren’t limited by human capacity, teams can interview more of the funnel instead of narrowing too early.
Instead of filtering candidates down to a tiny subset based on resumes, teams can hear more candidates explain their experience in their own words, earlier in the process, before great candidates get filtered out.
The result is a larger, more qualified pool. Not because the bar dropped, but because the process finally has enough bandwidth to evaluate properly.
Why not just interview everyone?
It’s a fair question. If AI has infinite bandwidth, why not interview every applicant?
Because respecting candidate time matters.
When two-thirds of applicants aren’t even close to a fit for a role, putting them through an AI interview they have no realistic chance of succeeding in isn’t fair. It creates false hope, adds emotional labor, and wastes time, especially in an economy where many people are actively looking for work.
Scale alone isn’t the goal. Thoughtful scale is.
That’s why AI Interviewing works best when paired with AI Shortlisting.
AI Shortlisting filters out obvious mismatches first, using role-aware criteria to identify candidates who actually have a reasonable chance of success. Only then does AI Interviewing step in to do what resumes can’t: give qualified candidates a real conversation and a fair evaluation.
The result is better for everyone.
Candidates who interview are there for a reason.
Time isn’t wasted on performative steps.
Interviews feel purposeful, not automated.
Structured rigor, consistent signal
Megan runs interviews with structured questions and dynamic follow-ups based on the role.
That consistency is everything. It’s the difference between “I think they seemed strong” and “Here’s how they performed against the same criteria we asked every candidate.”
AI Interviewing makes structured interviews practical at scale.
The multiplier: AI Shortlisting and Interview Insights
Built to work inside your ATS
All of this works directly with your existing applicant tracking system.
Mega HR integrates with modern ATS platforms like Greenhouse, Lever, Ashby, and Breezy HR, keeping your ATS as the system of record.
Jobs, candidates, stages, interviews, and evaluations sync bi-directionally. When Megan runs an interview or generates insights, the structured output flows back into the candidate record as notes, scores, and context your team can review where they already work.
After initial setup, most teams don’t spend time in Mega HR at all. Recruiters and hiring managers live in their ATS. Mega runs quietly in the background, automating interviews, enriching candidate profiles, and delivering decision-ready signal without creating a second system to manage.
AI Interviewing is powerful on its own, but it becomes a category-defining advantage when paired with the rest of the Mega HR platform.
Step one: AI Shortlisting creates a smarter starting point
Mega HR’s AI Shortlisting evaluates resumes and applications against role-aware criteria, including on-spec and off-spec signals that actually correlate with success.
This dramatically reduces noisy triage and helps teams prioritize who should be interviewed first.
But resume ranking is only the starting line.
Step two: AI Interviewing generates real candidate signal
Now candidates get a real conversation. Not a form. Not a one-way video prompt.
A structured interview that probes for depth, specifics, and outcomes.
Candidates explain what they owned, what they shipped, what changed because of their work, and how they think.
This is the signal resumes can’t provide.
Step three: Interview Insights turns interviews into decisions
After the interview, Interview Insights produces a complete, consistent picture of performance, grounded in the interview itself.
That includes full transcripts, highlights and key moments, question-by-question breakdowns, strengths, gaps, and concerns with direct context, and a transparent score tied to role criteria.
Humans step in not with gut feel, but with structured evidence.
And that changes everything downstream.
Why this matters for hiring teams
Faster time to signal
Speed in hiring shouldn’t mean rushing decisions. It should mean getting quality signal sooner.
AI Interviewing shortens the time between “applied” and “we actually know something real about this person.”
Better early decisions
Most hiring mistakes happen early, when teams are operating on thin information.
When teams can interview more candidates and see structured insights immediately, they make fewer premature eliminations and fewer lucky guesses.
Less burnout, more leverage
Recruiters shouldn’t spend their best hours scheduling, chasing, and repeating the same first-round questions.
Offloading repetitive interviews creates space for what humans do best: judgment calls, relationship-building, and closing.
Why this matters for candidates
A real conversation, not resume-only gatekeeping
Most applicants never get to speak. They’re filtered out by formatting, pedigree, or keyword matching.
AI Interviewing gives more candidates a real conversation and a chance to explain their experience in their own words.
Fairness through consistency
Consistency is a fairness feature.
Every candidate gets the same core questions and evaluation criteria. Decisions become more explainable, more auditable, and more defensible.
Candidates aren’t judged by who interviewed them or how rushed the call was.
What disruptive actually means
This isn’t a new tool inside the old process.
It changes the process.
Hiring shifts away from resume-first filtering, limited conversations, and inconsistent evaluation.
Toward structured interviews at scale, richer signal earlier, and humans making decisions with real evidence.
When you can interview candidates instantly, evaluate consistently, and summarize performance transparently, hiring becomes less about bottlenecks and more about discovery.
That’s the disruption.
More opportunity for candidates.
More confidence for teams.
A fundamentally faster path to good decisions.
Available now: AI Interviewing in Mega HR
AI Interviewing launches this week.
If you want to see how Megan conducts role-aware interviews, how Interview Insights produces decision-ready output, and how it all fits together with AI Shortlisting, we’d love to show you.
AI Interviewer
https://megahr.com/ai-interviewer/
AI Shortlisting
https://megahr.com/ai-shortlisting/
AI Interview Insights
https://megahr.com/ai-interview-insights/
Faster Hiring
https://megahr.com/faster-hiring/