Application Review
BrightHire Inbound
AI agents review every application against your rubric to surface your strongest candidates and cut review time by up to 80%.
Top of funnel
Turn overwhelming inbound volume into a qualified shortlist with BrightHire. Inbound reviews every application and Screen, our AI interviewer, runs two-way conversations with your best fits. Workflows give you powerful orchestrations across the top of the funnel.
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*Jabarian and Henkel
*Gem, 2025 Recruiting Benchmarks Report
Recruiters are buried in applications, and ATS filters and bolted-on AI still leave the real review to them. Strong candidates get missed, spam and fraud slip through, and the shortlist comes down to who applied first.
BrightHire Inbound and BrightHire Screen work together, with workflows that automate AI application review and screening interviews end to end. You get a fuller picture of every applicant, synced with your ATS, so your best candidates rise to the top and move forward faster.
Each application is scored against a rubric your team approves, with likely spam and fraud flagged.
Workflows sends an interview invite the moment a candidate clears your bar, synced to your ATS.
Two-way voice and video interviews, scored against your rubric with cited evidence.
Clear fits move to the next stage on their own. Recruiters step in only when a call is unclear.
BrightHire Inbound
BrightHire Inbound reviews every application against a rubric your team approves, with AI that goes beyond keywords to real qualifications. Your best fits rise to the top of a ranked list, with the evidence behind every recommendation.
BrightHire Screen
BrightHire Screen runs natural, two-way voice and video interviews at any hour, with structured scoring and cited evidence for every candidate.
Workflows
Workflows connects Inbound and Screen into AI-native top-of-funnel experience. Set your criteria once, and clear fits will advance to the next stage, with every step synced to your ATS.
Candidate fraud detection
Fraud detection covers your entire hiring funnel, from application review through every interview, with evidence your team can review.
BrightHire works with your ATS: applications flow into review, advancing a candidate to your AI interview stage sends their invite automatically, and interview scores show up right in your ATS.
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Greenhouse
Ashby
Workday
Lever
iCIMSThe BrightHire system
BrightHire integrates seamlessly into your existing hiring workflow, bringing an AI-native layer that drives efficiency, consistent interviews, and ultimately better hiring decisions.
AI agents review every application against your rubric to surface your strongest candidates and cut review time by up to 80%.
Two-way AI interviews by voice or video gather more signal from more candidates, efficiently and fairly.
Interview intelligence gives live interviews real-time guides, AI notes, and one-click feedback, and produces talent insights that improve your hiring decisions.
Product news, demos, and guides to help your team review applications and interview at scale.
Start by defining clear criteria for the role with your hiring manager, then use AI to review every application against them and rank applicants by fit, with spam and fraud flagged along the way. Send the strongest to an AI screening interview they can take on their own time, so your recruiters only speak with qualified candidates, even in high-volume hiring. BrightHire Inbound and BrightHire Screen handle both steps.
AI application review lets you evaluate every application against your hiring criteria in minutes, instead of recruiters reading resumes one by one. BrightHire Inbound turns your job description into a rubric your team approves, looks past keywords to real qualifications, and ranks applicants by fit, with the evidence behind each recommendation.
An AI screening interview is an early-round interview run by an AI interviewer instead of a recruiter. With BrightHire Screen, candidates have a natural, two-way voice or video conversation at any time, on any device. Every candidate gets the same questions and is scored against your rubric, with cited evidence your team can review.
Look for fraud signals across the entire hiring process, not just on the resume. At the application stage, check phone and email reputation for spam and suspicious applicants. In interviews, watch for deepfakes, proxy interviews, and AI-assisted answers, along with device and location risks like VPNs or a location that doesn’t match the candidate’s. BrightHire’s Candidate Fraud Detection flags likely fraud from the first application through AI and live interviews, with the evidence behind each flag.
No. With BrightHire, AI reviews applications and runs screening interviews, but recruiters decide who moves forward. Your team approves every rubric, every recommendation shows the evidence behind it, and BrightHire keeps a record of the reasoning behind each evaluation. Inbound is also independently audited for bias by Warden AI. Learn more about our approach to AI in hiring and our security and compliance practices.
