A proper first interview for every applicant
Jaluru's AI interviews each applicant by phone for 15 to 20 minutes, then gives your managers a scorecard and a brief for the in-person interview. It never decides who gets the job.
Give managers their time back, and every applicant a fair hearing
No manager time on first interviews
Upload the applications and the AI does the rest. Managers spend their time on the people worth meeting.
The same interview for everyone
The same core questions and role-plays, in the same order, so applicants can be compared fairly.
It doesn't accept vague answers
"I'm a team player" gets "Tell me about a time." The AI probes until there is evidence, or notes that there is none.
Reads any application
Application-system exports, CVs, Word files, even a photo of a paper form. Each is read in about 30 seconds.
Scored against your values
Put your values in order of importance. The scorecard is weighted to match, with evidence for every score.
An honest picture of the job
The AI explains what the work is really like, and checks availability and travel against a real week.
What an application form cannot tell you
Online applications and questionnaires record what an applicant chooses to type. A conversation shows how they think.
| AI voice interview | Web-only application or questionnaire | |
|---|---|---|
| A vague or evasive answer | Probed: "What did you actually do?" If there is still no example, the report says so. | Accepted as typed, or pasted from a template. |
| Behaviour | Four role-plays, such as a customer complaint and a colleague asking for a favour that breaks the rules. | Tick-box situational questions with an obvious right answer. |
| Personalised | Five questions written from the applicant's own application, covering gaps and claims. | The same form for everyone. |
| Availability and travel | Walked through a real week: the late finish, the early start, the last bus home. | A grid of ticked boxes. |
| Their questions | Answered during the call from your knowledge base. | Unanswered until interview. |
| Accessibility | Just a phone call, from any phone, at a time they choose. Accent, fluency and nerves are never scored. | Favours confident writers with a laptop. |
| What the manager receives | A scorecard with evidence, plus a brief of what to probe in person. | A pile of forms to read. |
From application to interview brief
- Upload. Drag applications onto the page. Only what is needed is kept: date of birth, health and criminal-record declarations, home address and referees are never taken.
- Invite. The applicant is emailed a 6-digit PIN. They text it from any phone and the AI rings straight back.
- Interview. About the job, how they work, questions from their own application, and time for their questions. If the call drops, they carry on where they left off.
- Report. The scorecard and interview brief are ready minutes after the call.
| Applicant | Applied to | Status | Result |
|---|---|---|---|
| Amara O. | Riverside | Screened | Recommend |
| Daniel P. | High Street | Screened | Review |
| Kacper N. | Riverside | Waiting for their text | - |
| Priya S. | Retail Park | Call not finished | - |
Walk into the interview knowing what to ask
Alongside the scorecard, each report includes a brief for the in-person interview.
- What to focus on. The weakest or least clear areas from the call.
- Four to six questions to ask. Written for this applicant.
- Things to verify. Claims worth checking, such as availability or experience.
- Change your mind. Re-order your values and re-run any report.
| Integrity | He agreed to clock a colleague out early. Ask what he would do if a manager found out, and why the rule exists. |
| Reliability | Relies on a lift from a parent for closes. Ask about the backup plan. |
| Serve | Strong on the complaint role-play. Ask for a real example from his shop job. |
| Verify | Says he can start on the 12th; application says the 19th. |
The rules the AI works to
A person makes every decision
There are three results: recommend for interview, review before deciding, and not enough evidence. There is no "reject".
Applicants know it is an AI
The AI says so at the start of the call, and tells them they can ask for a person instead.
How someone speaks is never scored
Accent, fluency, grammar and nerves play no part. Protected characteristics are never asked about or assessed.
Every score needs evidence
Each score quotes what the applicant said. No evidence means no score, not a low one.
The rule is printed on every report
The recommendation is worked out from the scores by a fixed rule. It is not the AI's opinion.
Applicants can be erased
One click removes an applicant's file, calls, transcript and report. A plain-English notice for applicants explains it all.
We take privacy and security seriously
Absence calls and interviews contain personal and health information. Jaluru is built to handle it carefully.
Stored and analysed in the UKRecords are held in London, and AI analysis of transcripts runs in the UK.
Protected accessTwo-step sign-in for every user, and every report PDF is password protected.
People make the decisionsThe AI records, summarises and flags. Managers decide what happens next.
GDPR erasure built inRemove a person's data in one step, with a confirmation you can forward to them.
Penetration testedRegular security testing of the live platform, with no critical or high findings in the latest test.
Clear contractsA Data Processing Addendum, plain-English privacy notices, and a sub-processor list on request.
See it with your own policies
A 30-minute demo, with a test line you can ring yourself. Most customers are live within 7 to 10 days.