Prepare questions from the job
Use AI question generation to prepare an interview around role requirements. Your team reviews relevance, difficulty and assessment criteria.
TRUSTHR BY TRUSTEXAM.AI
AI interviews.Scoring you can explain.
TrustHR generates interview questions, asks adaptive follow-ups and assesses answers against your criteria. Give recruiters and hiring managers a clear basis for the next conversation.
Your criteria. Explained scores. Your team’s hiring decision.
Give each interview a clear purpose.
Explore the reasoning behind an answer
Adaptive follow-up questions clarify a candidate’s response and help you examine how they approach the work.
Discuss evidence with the hiring team
Review scores and explanations against agreed criteria. Use the findings to focus the next conversation and make your own decision.
From one vacancy to a useful pilot.
Start with a role your team knows well. Agree the assessment and review process before expanding to more vacancies.
Define the role
Bring the job description, key skills and examples of strong answers. Agree questions, scoring criteria and rules for AI use.
Run the interview
The candidate answers AI questions and adaptive follow-ups. Agree the format, candidate instructions and applicable TrustExam controls before launch.
Review and calibrate
Review scores, explanations and available session material together. Compare interpretations and refine the criteria for the next round.
Review the answer and how it was produced.
TrustHR brings AI interviews together with TrustExam’s identity, environment and content controls. Choose checks that match the role, the rules and the candidate’s setup.
Control coverage depends on the operating system, client, permissions and configuration. A risk flag is not proof of cheating; no check guarantees detection of every tool or device.
- Identity
- Connect the agreed identity check to the person taking the interview.
- Environment
- Check supported devices, software and connections against the session rules.
- Interview
- Assess answers and review the available session material.
- Content
- Apply agreed measures against unauthorised copying or sharing of interview content.
- Human review
- Consider context and technical issues before deciding what a signal means.
Choose a scenario for your first pilot.
Remote screening
Use questions and criteria agreed with the hiring manager to structure the first assessment.
Role-specific interviews
Explore situations candidates would face at work, then discuss the reasoning behind their answers.
Assessment providers
Agree with your client how interview findings and session checks will inform the employer’s review.
Set candidates up for a clear process.
Agree these three points when planning your pilot, and communicate them before the interview.
- Before the interview
- Explain the format, equipment requirements, allowed tools and what will be recorded or checked.
- During the interview
- Tell candidates how to report a technical issue or request an adjustment to the agreed process.
- After the interview
- Explain the next hiring step, who reviews the assessment and how to raise a concern.
See TrustHR with your vacancy in mind.
Bring a job description and the skills you want to assess. We’ll discuss questions, score explanations and the controls that fit your interview.
Measure review time, agreement between reviewers and candidate completion during the pilot. Set a baseline before making claims about improvement.
See TrustHR in a demo- Role requirements and question examples
- Your scoring criteria and how to review explanations
- Candidate journey and supported environment
- Pilot scope, pricing and success measures
Before your first AI interview
What does TrustHR do?
TrustHR by TrustExam.ai generates questions, conducts AI interviews with adaptive follow-ups and scores answers against employer-defined criteria, with explanations. It combines this assessment with TrustExam’s control capabilities.
Do we need to prepare every question ourselves?
No. TrustHR can generate questions. Your team should review relevance and difficulty, and agree the scoring criteria before using them with candidates.
How should we use the AI score?
Read the explanation alongside the candidate’s answer, agreed criteria and relevant session material. A score supports review; the employer decides who moves forward.
Does TrustHR replace the hiring manager?
No. Your team defines what matters for the role, reviews the assessment and makes the hiring decision. AI interviews can inform the next conversation with a candidate.
What does the candidate need to prepare?
Agree the format, supported devices and software, and permissions during pilot planning. Give candidates instructions, rules for tool use and a contact for technical issues before the interview.
Can we connect TrustHR to our ATS?
Tell us which ATS you use and how interviews fit your workflow. We’ll confirm the available connection options and scope for your environment before agreeing an integration.
What does TrustHR cost?
Request a proposal based on your interview volume, format and required controls. Agree pilot scope and pricing with the team before launch.
Can it detect every AI assistant or deepfake?
No universal detection guarantee is made. Confirm and test applicable checks in your environment. Review any signal in context before drawing a conclusion.
Is every use of AI considered cheating?
No. Preparation and explicitly permitted tools differ from hidden assistance that violates interview rules. State the rule for each stage in advance.
Practical guides for your hiring team
Start with one role. Define what good looks like.
Walk through the interview, scoring approach and review process with our team. Bring a real vacancy so the discussion is specific.
See TrustHR in a demo