Product / Interviews and assessments
A real first-round interview with every candidate.
Ryuc interviews by voice, follows up on vague answers, sets coding or case-study tasks during the call, and scores every conversation against your rubric.
Follow-ups, not a script.
Ryuc asks about the candidate's own CV, and probes before it marks anything as missing.
Any hour, any device.
Candidates join from a link on a phone or laptop and answer by voice, or type in the chat box.
Answers you can trust.
Tab switches and pasted or rehearsed-sounding answers are flagged for your review.
The interview
Built for the role, from engineers to directors.
- Interview styles for technical, product, team lead, director and business roles, each with its own rubric
- Questions from the job description, the CV or both
- A live coding exercise, drafted from the job description or written by you
- A case study with a diagram on screen, for product, business and leadership roles
- Length and difficulty set by you; a consent screen before every interview
- A scorecard within a minute: scores with reasons, strengths, concerns and the questions asked
Take-home assignments
Real work, reviewed against your rubric.
- Drafted from the job description in seconds, or written or uploaded by you
- A personal link per candidate, with a deadline
- An AI review against your rubric when they submit; the rubric is never shown to the candidate
- Sent from Ryuc in one click, like an interview invite
Listen in
Join any interview, unseen.
Coming next: Ryuc phone screening calls. Today every interview happens in the browser.
- Every interview in progress, with time so far and tab switches
- Listen and read the transcript as it happens, hidden from the candidate
- Record the audio and save the transcript next to it
- Candidates are told on the consent screen that the team may observe
Compared
How first-round screening usually works, and how Ryuc does it.
| Question | Recruiter phone screens | One-way video tools | Chatbot screeners | Ryuc |
|---|---|---|---|---|
| Who gets a first round | Those you have time to call | Those who record answers | Everyone | Everyone |
| Follow-up questions | Yes | No | Scripted | Yes, based on the answer |
| When it happens | Office hours | Any time | Any time | Any time |
| Recruiter time per candidate | 20–30 min (typical) | 5–10 min to watch | About 1 min | About 2 min to read the scorecard |
| Feels like | A conversation | Talking to a camera | Filling a form | A conversation, by voice or chat |
| Flags pasted or AI-written answers | No | Rarely | No | Yes, as review notes |
| What you send on | Your notes | A video link | A list of answers | A scored report with reasons |
| Who decides | You | You | You | You |
Typical figures from how these methods are usually run; individual tools vary.
Questions
Good to know.
What if the call drops?
Each link allows two attempts, so a dropped call can be rejoined.
Can it interview product managers or directors?
Yes. Pick the interview style for the role: it changes the questions and the rubric.
Is the same rubric used for everyone?
Yes. Every candidate for a role is scored against the same criteria.
Let Ryuc take the first round.
A 15-minute demo with your own job description.