Question 1

How does Rebecca work as an AI interviewer?

Accepted Answer

Rebecca is a voice AI recruiter and 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. She helps hiring teams put their focus on the top fits.

Question 2

How do I begin using Rebecca in my hiring process?

Accepted Answer

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.

Question 3

How can Rebecca measure soft skills like communication and confidence?

Accepted Answer

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.

Question 4

How does the end-to-end flow work?

Accepted Answer

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.

Question 5

Will candidates know they're being interviewed by AI?

Accepted Answer

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.

Question 6

What hiring challenges does Rebecca solve for recruiting teams?

Accepted Answer

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.

Question 7

Can Rebecca integrate with our ATS or existing recruitment technology?

Accepted Answer

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.

Question 8

Is Rebecca replacing our recruiters?

Accepted Answer

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.

Question 9

How much does Rebecca cost?

Accepted Answer

Rebecca offers five tiers: Single Hire (free, 5 one-time credits), Scout ($249/month, 20 credits, 1 user, includes rollover), Cohort ($499/month, 50 credits), Workforce ($799/month, 100 credits, most popular), and Enterprise (custom). Annual billing offers a discount on all paid plans. See the pricing section for full details.

Question 10

What is an interview credit?

Accepted Answer

One interview credit lets Rebecca conduct a single full first-round voice interview with a candidate, including scoring and a detailed report. A standard voice interview costs 1 credit. If you enable a coding question, it costs 2 credits. Voice participation is always required, there is no coding-only option.

Question 11

Do unused credits roll over?

Accepted Answer

Yes, for paid plans. At the end of each billing cycle, 50% of your unused credits carry forward to the next month. The free Single Hire tier includes 5 one-time credits only, no rollover and no monthly renewal. Each paid tier has a maximum balance cap equal to 3x its monthly allotment, Scout caps at 60, Cohort caps at 150, Workforce at 300.

Question 12

What is the rollover cap and why does it exist?

Accepted Answer

Your account can never hold more than 3x your plan's monthly credit limit at any time. This ensures credits are used for active hiring cycles rather than accumulated indefinitely. You never lose credits you've already earned through rollover.

Question 13

What happens if I run out of credits?

Accepted Answer

On the free Single Hire plan, your 5 credits are a one-time allotment, they do not renew each month. Once you've used them, upgrade to a paid plan to continue interviewing. On paid plans, you can wait for your monthly allotment to renew or upgrade immediately. Enterprise customers can have credits topped up manually by their account manager.

Question 14

Can I upgrade or downgrade my plan at any time?

Accepted Answer

Yes. Upgrades take effect immediately. Downgrades take effect at the start of your next billing cycle. If your current balance exceeds the new plan's 3x cap after a downgrade, your balance will be reduced to the new plan's cap.

Question 15

What is the difference between a voice interview and a voice + coding interview?

Accepted Answer

Every Rebecca interview includes a live voice conversation with the candidate. Workforce and Enterprise customers can optionally enable a coding question within the interview session. This costs 2 credits instead of 1. There is no text-only or coding-only interview option.

Question 16

What does the Intelligent Scoring Report include?

Accepted Answer

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.

Question 17

How does annual billing work?

Accepted Answer

Annual plans are billed as a single upfront payment at a discounted rate compared to monthly billing. For Scout, that is $2,748/year ($229/month effective). For Cohort, that is $5,388/year ($449/month effective). For Workforce, it is $8,388/year ($699/month effective). Credit allotment and rollover rules remain identical.

Question 18

Is there a free trial for paid tiers?

Accepted Answer

The Single Hire plan is permanently free with 5 one-time interview credits, no credit card required. It is designed to let you experience Rebecca's full capabilities before committing to a paid tier. For larger pilots or a custom Enterprise demo, reach out to the team directly.

Transparent pricing.
No surprises.

Single Hire

Scout

Cohort

Workforce

Enterprise

See what your team
would actually save.

Your next great hire
is one conversation away.

Transparent pricing. No surprises.