Enterprise-grade hiring
at recruiter speed.
Rebecca runs the first-round interview for every candidate, at every level, across every BU — consistent, auditable, and fully integrated with your ATS, IdP, and compliance stack.
At scale, the first round is where the bottleneck lives.
- closeThousands of first-round calls every month, spread across hundreds of recruiters — each one interviews differently.
- closeLegal and D&I can't defend decisions made on ad-hoc scorecards and voice notes.
- closeCandidate experience is wildly uneven: some get white-glove, some wait three weeks.
- closeTime-to-hire slips every quarter and no one can pinpoint the drag.
- check_circleOne calibrated first-round interview, delivered the same way in every country and every BU.
- check_circleEvery decision is logged, replayable, and aligned to a rubric your legal team approved.
- check_circleEvery candidate gets their interview link within minutes, 24/7 — and Rebecca conducts interviews in 70+ languages for global teams.
- check_circleTA leaders get a real-time dashboard — where reqs stall, why, and what to rebalance.
Drops into your stack — not on top of it.
Rebecca is a first-class citizen of your ATS, your IdP, and your audit trail. Security, InfoSec, and TA leadership sign off on the same deployment.
From signature to global rollout, in one quarter.
Integrate
Rebecca sits behind your SSO, speaks SCIM for lifecycle, and connects to Workday, Greenhouse, iCIMS, or SuccessFactors in a single sprint.
Calibrate
TA leaders co-design the scoring rubric with Rebecca — legal and D&I sign off on prompts, questions, and guardrails before a single interview runs.
Scale
From 200 reqs to 20,000 reqs, Rebecca runs the same consistent, bias-audited first round across every BU, every geo, every language.
Audit
Every decision is logged, replayable, and defensible. Legal, InfoSec, and compliance get a single source of truth — not scattered recruiter notes.
Lives inside the tools your team already uses.
Scored reports, full transcripts, coding submissions, and recordings — pushed to your ATS automatically. No CSV exports. No copy-paste. No new tab.
Candidate data syncs automatically — no manual data entry, ever
Rebecca doesn't replace you.
She deletes your worst day.
Rebecca handles the part of the week that drains your team — running standardized first-round interviews, scoring them, and writing the report. Every candidate gets the same fair, consistent evaluation.
Your job gets better: more time on the conversations that actually close hires, the hiring-manager relationships, and the candidates who matter.
- micLive voice interviews, 24/7
- descriptionResume-aware, role-specific questioning
- codeBuilt-in coding challenges (20+ languages)
- insightsInstant scored reports with hire recommendation
- handshakeOffer strategy & negotiation
- groupHiring-manager partnership
- record_voice_overClosing conversations
- favoriteCandidate relationships that matter
Structured scoring.
Audited for bias.
AI hiring tools get scrutinized — as they should. Rebecca is built so your legal, HR, and DEI teams can review the same evidence your recruiters do.
Same rubric, every candidate
Structured scoring eliminates gut-feel drift. Every applicant is evaluated against the same criteria in the same order — no tired-Friday bias.
Ongoing bias audits
Adverse-impact checks across protected classes using the EEOC four-fifths rule. Quarterly reviews with auditable score logs.
Regulatory alignment
Built around EEOC fair-hiring guidance and GDPR/CCPA data handling. Candidates are informed and consent is logged.
Directional estimates from Rebecca AI customer deployments
I really value candidate submissions from Peterson Technology Partners with their AI screening videos – especially how they are able to adjust their line of questioning based on the candidate's answers. It provides additional insights into their candidates and gives our hiring managers something to work off of.
Frequently asked
questions.
Rebecca is a voice AI recruiter — an agentic AI interviewer that conducts structured voice interviews with live camera and optional screen recording. She uses job-specific prompts, checks technical skills, soft skills, and communication ability, and scores candidates in real time.
Bottom line: She helps hiring teams put their focus on the top fits.
Rebecca can be deployed within one week. Most recruiting teams begin screening candidates within days of going live—immediately reducing manual workload while maintaining interview quality.
Rebecca excels at evaluating soft skills. Using advanced conversational analysis, she measures speech patterns, response structure, and engagement quality during interviews—giving you comprehensive soft skill assessments that complement technical evaluations.
Set up an interview in the dashboard — enter candidate info, upload a resume, toggle features like the coding challenge or anti-cheat. Share the generated interview link with the candidate. When they finish, you get a scored report back with a full transcript, coding submission, audio playback, and a Good Fit / Fair Fit / Poor Fit recommendation.
Yes. By design. Rebecca clearly identifies herself as an AI interviewer at the beginning of each interaction. She maintains high ethical standards while building candidate trust through transparency and honesty.
Most candidates appreciate the consistency and bias-free evaluation process that's provided.
Rebecca breaks open critical recruitment bottlenecks: the first-round interview backlog, inconsistent evaluation between interviewers, and the 24/7 availability problem for global candidate pools. Recruitment leaders use it to free their team from first-round screens while keeping every candidate on the same fair rubric.
Yes. Rebecca integrates seamlessly with top ATS systems including Workday and Greenhouse. Using secure APIs, she syncs candidate profiles, interview results, and scoring data to your existing recruitment workflows automatically. No manual data entry required.
No. Rebecca is additive to your team — not a replacement. She runs the structured first-round screen — voice interview, coding challenge, scoring, and report — so your team spends its time on final rounds, hiring-manager partnership, and offers.
Your recruiters keep what they're great at: offer strategy, hiring-manager partnership, negotiation, and the relationships that actually close hires.
Rebecca offers five tiers: Single Hire (free, 5 credits/month), Scout ($249/month, 20 credits, 1 user — includes rollover), Cohort ($599/month, 50 credits), Workforce ($999/month, 100 credits — most popular), and Enterprise (custom). Annual billing saves 15%.
One interview credit lets Rebecca conduct a single full first-round voice interview with a candidate — including scoring and a detailed report.
- Standard voice interview: 1 credit
- Voice interview with coding question: 1.5 credits
- Coding-only interview: not available — voice participation is always required.
Yes, for paid plans. At the end of each billing cycle, 50% of your unused credits carry forward to the next month. The Free tier does not include rollover. Each paid tier has a maximum balance cap equal to 3× its monthly allotment — Scout caps at 60, Cohort caps at 150, Workforce at 300. Once you reach the cap, additional rollover is not added until your balance drops below it.
Your account can never hold more than 3× your plan's monthly credit limit at any time. This ensures credits are used for active hiring cycles rather than accumulated indefinitely — and helps keep pricing sustainable for all customers. You never lose credits you've already earned through rollover.
You have two options: wait for your monthly allotment to renew at the start of your next billing cycle, or upgrade to the next tier immediately to continue interviewing. There is no option to purchase additional credits à la carte on standard plans.
Enterprise customers are the exception — your account manager can arrange manual credit top-ups as needed.
Upgrades take effect immediately. Downgrades take effect at the start of your next billing cycle. If your current credit balance exceeds the new plan's 3× cap after a downgrade, your balance will be reduced to the new plan's cap.
Every Rebecca interview includes a live voice conversation with the candidate. Workforce and Enterprise customers can optionally enable a coding question within the session — adding a live problem-solving component. This costs 1.5 credits instead of 1. There is no text-only or coding-only interview option.
Every completed interview generates a scored report covering communication clarity, technical depth (where applicable), response quality, and a summary recommendation of Good Fit / Fair Fit / Poor Fit. Reports are available the same day the interview completes and are accessible to all users on your account.
Annual plans are billed as a single upfront payment and save 15% compared to monthly billing.
- Scout annual: $2,544/yr ($212/month effective, vs $2,988 monthly)
- Cohort annual: $6,108/yr ($509/month effective, vs $7,188 monthly)
- Workforce annual: $10,188/yr ($849/month effective, vs $11,988 monthly)
Credit allotment and rollover rules remain identical. If you cancel, access continues through the end of your contract period — no refunds are issued.
The Single Hire plan is permanently free with 5 interview credits per month — no credit card required. It's designed to let you experience Rebecca's full voice interviewing, scoring, and reporting capabilities before committing to a paid tier. For larger pilots or a custom Enterprise demo, reach out to the team directly.
Your next great hire
is one conversation away.
Sign up Monday. Be screening by Friday. No lock-in contracts. No technical setup.