We interview them all.
You talk to the best
Scrine is an AI screening platform that conducts adaptive voice interviews tailored to each role and delivers in-depth, actionable candidate profiles. Your first human conversation is the one that counts.
You're losing time on the wrong candidates
Applying is cheaper than ever (AI CVs, one-click apply), but misses what matters: mindset, adaptability, ownership. You end up spending your time reviewing noise and interviewing the wrong people.
You're hiring on incomplete data
A quick CV scan and an unstructured call can't surface what you need. Decisions end up based on a narrow slice of the candidate, filtered through gut feel and unconscious bias. No consistent framework, no way to compare, no way to know what you missed.
Meet Scrine
What drew you to product design, and how has your approach evolved over time?
No scheduling, no context switching, no wasted hours
Candidates interview on their own time, 24/7, in their language. You get structured results, not calendar invites.
Deeper evaluation than you'd get on your own
Custom dimensions tailored to each role. Evidence-based scoring. A complete candidate profile that covers technical fit, soft skills, motivation, and red flags, with a summary you can read in 30 seconds.
Walk into your interviews already prepared
Your first human conversation becomes a focused deep-dive, not a discovery call. You've already read the profile, spotted the flags, and know exactly what to dig into.
Every candidate gets a real interview
No one gets filtered out on a CV glance. Scrine interviews every applicant with the same depth and structure, so your decisions are based on real conversations, not assumptions.
An AI copilot for every hiring decision
From defining the role to reviewing candidates to comparing your shortlist, Scrine gives you the tools and intelligence to make the right call at every step. You see everything behind every score.
How it works
Set up the role
Paste a job description or describe what you need. Scrine parses it into structured criteria and builds a custom interview, tailored to the role, your team, and what actually matters.
Candidates interview with Scrine
A 15-minute adaptive voice conversation. Real questions that follow up, go deeper, and adapt to each candidate's background and answers.
Review your shortlist
Every candidate gets a structured profile: scores, evidence, flags, and a summary at a glance. You know exactly who's worth your time.
The Interview
The Interview
A real voice interview
Every interview is different. Scrine follows threads, probes vague answers, adjusts to each candidate, and manages time across all evaluation dimensions.
Domain expertise embedded
Hiring outside your expertise? Scrine understands the field, asks the right questions, and evaluates answers with domain knowledge. You don't need to be a marketing expert to hire a marketer.
CV-aware with contradiction detection
Scrine reads the CV before the interview, avoids redundant questions, digs into gaps, and flags contradictions between claims and answers.
Developed with behavioral experts
Candidates interview on their schedule, from anywhere, in their language. Most are at ease within the first minute. Consistently preferred over a rushed phone screen or weeks of silence.
32+ interview languages
Full interview and evaluation in the candidate's preferred language. No signal lost to language barriers, no talent pool artificially limited.
Technical assessment built in
Scrine evaluates technical knowledge and problem-solving as part of the conversation. Not a replacement for a technical test, but a strong first layer of signal.
The Interview
Can you walk me through a time you had to align multiple stakeholders with conflicting priorities?
Sure. At my last role, we had product, sales, and engineering all disagreeing on the Q3 roadmap. I set up a framework where each team...
Walk me through how you'd structure a multi-touch attribution model for a campaign spanning paid search, programmatic display, and organic social.
Great question. I'd start by defining the conversion window and selecting a model — likely a data-driven or time-decay approach rather than last-click, because...
Led a cross-functional team of 12 engineers and designers at Dataform, driving the migration to a microservices architecture.
You mentioned leading 12 people at Dataform. Can you name the sub-teams and who reported directly to you?
Well, it was more of a dotted-line situation. I coordinated across three squads, but the actual team I managed directly was four people...
Hi Alex! Thanks for taking the time. This will be a relaxed conversation about your experience — there are no trick questions. Feel free to take a moment to think before answering.
Thanks, that's good to know! I'm ready whenever you are.
Let's start with something easy. Tell me about a project you genuinely enjoyed working on recently.
Bonjour Marie, merci d'avoir accepte cet entretien. Pourriez-vous me decrire votre parcours en gestion de projet ?
Bien sur. J'ai commence en tant que coordinatrice chez Altran, puis j'ai evolue vers un poste de chef de projet digital chez Capgemini...
You have a REST API endpoint that's averaging 2.3s response time under load. Walk me through how you'd diagnose and optimize this.
First, I'd profile the endpoint to isolate whether the bottleneck is at the database layer, application logic, or network. I'd check query execution plans for N+1 problems, look at connection pooling...
The Candidate Profile
The Candidate Profile
Custom evaluation per role
3-6 dimensions per role, weighted by importance, scored with evidence and confidence levels. Every score backed by direct quotes from the interview.
Score, recommendation, summary
Every profile opens with a headline, an overall score, and a clear recommendation: proceed, hold, or pass, dig deeper when you want to.
Strengths, risks and red flags
Key strengths, potential red flags, mismatches with your criteria, and areas the interview couldn't fully cover. Each flag is grounded in evidence, so you know what to weigh.
Deal-breakers checked
Work authorization, location, start date, notice period, level match. All pass/fail/unknown. No more discovering a blocker thirty minutes into a human interview.
Follow-up questions
Gaps to fill, claims to verify, areas worth exploring. Your next interview has a roadmap before it starts.
CV vs. reality
A side-by-side view of what the CV claimed and what the interview confirmed, contradicted, or left unresolved.
The Candidate Profile
Sarah Chen
Product Designer
Strong systems thinker with clear product instincts. Demonstrated depth in user research and cross-functional collaboration. Minor gap in data-driven decision making.
Your Dashboard
Your Dashboard
Candidate triage
Every candidate at a glance. Sort by recommendation, score, flags, hard filters, experience, drill into any profile when something catches your eye.
Chat with any candidate profile
"What did she say about remote work?" "How does he compare to the other finalists?" Ask anything, get answers grounded in interview evidence.
AI-powered search
"Candidates with startup experience who scored high on ownership", search by skills, traits, red flags, or anything discussed in an interview.
Guided role setup
Not sure what you're looking for? Scrine acts like a senior recruiter: structuring your needs, challenging assumptions, surfacing criteria you hadn't considered.
Chat with a job
As you see candidates come in, your understanding of the role evolves, adjust dimensions, reweight criteria, or add new evaluation angles, without starting over.
Connects to your workflow
Publish roles, sync scheduling, post jobs. Scrine fits into the tools you already use.
Team collaboration
Invite team members, share candidate profiles, align on decisions. Everyone sees the same data, not a game of telephone about who said what in a call.
Your Dashboard
What did she say about remote work?
She said: "I thrive in remote settings — I led a fully distributed team of 8 across 3 time zones at my last company. The key was async-first communication and very clear ownership boundaries."
From interview at 7:23Consider adding stakeholder communication as a dimension — it's a common gap in PM hires and would complement your strategic thinking criteria.
After seeing the first candidates, I think we need stronger data skills for this role.
I'll add "Data Analysis" as a new dimension and weight it at 20%. I can re-evaluate the 4 existing candidates against this updated criteria — want me to proceed?
Syncing 12 roles
Auto-scheduling on
Notifications active
Connect to sync
Strong culture fit, let's fast-track to final round.
Impressive systems thinking. Want to dig deeper on data skills.