A first-round interview that listens. Built from what the CV left open.

One-way video, or a live interviewer.

One-way video tools send candidates a fixed list of questions to answer on camera, for a recruiter to watch later. Nothing in the tool notices that an answer was vague, so nothing asks again.

ARIA holds the conversation instead. In the example above, the candidate's first answer gives the team the credit; ARIA asks which decision was theirs alone, and the second answer is the one that ends up on the scorecard. That follow-up is where most of the signal is.

Where ARIA’s questions come from.

A generic question list tests whether a candidate has prepared for generic questions. ARIA starts from two things that are specific: the criteria agreed for the role, and what this candidate’s CV left unanswered.

If the CV shows the scale of a system but not who made the decisions, ARIA asks about the decisions. If an answer describes what the team did, ARIA asks what the candidate did. Every candidate for the role is held to the same criteria; the follow-ups go where each CV is thin.

Where a first-round AI interview earns its place.

• Roles with many applicants, where recruiters cannot speak to everyone worth a conversation.
• Agencies screening for several clients at once, where first rounds eat recruiter days.
• Startups without a recruiting team, where founders run every first round themselves.
• Any role where you want every candidate asked the same things, and the answers kept as evidence.

Designed to be fair to the person on the other side.

• Before the first question, the candidate sees that they are about to speak with an AI and is asked for consent. They can decline.
• Every candidate for the role is held to the same criteria. ARIA's follow-ups only probe what their CV left open.
• ARIA waits for the candidate to finish. One candidate told us it understood when they were pausing to think and when they were done.
• Notes about the session, such as switching tabs, go to the reviewer. They never change the score.
• ARIA never decides. A recruiter reviews the interview and makes the call.
• ARIA does not judge honesty or score emotion. It hands a person the evidence.

What an ARIA interview is like for the candidate.

A first-round interview is often a candidate’s first real conversation with you. ARIA is designed so it feels like one.

• The candidate opens a link from their invitation, in the browser, with nothing to install.
• They are told they will speak with an AI, what the interview is for, and asked for consent.
• ARIA asks about the role and about their own experience, and waits for them to finish each answer.
• If an answer is thin, ARIA asks one follow-up, the way a good interviewer would.
• They can pause and pick up again later if something comes up.

How to read an ARIA interview in five minutes.

You do not need to watch every interview end to end. Start where the evidence is.

• Open the draft scorecard and read the criteria marked as evidenced, with their quotes.
• For any rating you doubt, jump to its timestamp and hear the answer for yourself.
• Read what is still open: those are the questions for the human round.
• Check the session notes for anything worth a second look. They inform you; they never change the score.
• Confirm or change each rating, then decide the next stage yourself.

Where ARIA fits with human interviews.

Because ARIA has already run the first round, recruiters and hiring managers meet the candidates worth a conversation knowing what the CV and the first round left open.

The human round can then happen in Pyro's interview room, where a copilot visible only to the interviewer keeps the question list, marks questions as asked and drafts follow-ups from the last answer. It never speaks to the candidate.

Running a fair pilot.

Try ARIA on a role you are hiring for now, and judge it on the evidence it hands you.

• Pick a role with clear criteria and enough applicants to compare.
• Set the screening score at which Pyro invites a candidate to an ARIA first round.
• Read the first ten scorecards against your own judgement of the same candidates.
• Ask candidates how the interview felt. Their answers are part of the result.