Recruiting teams plug Ezra into different parts of their hiring funnel, but the sweet spot is early on. Most companies use Ezra for high-volume screening interviews—think hundreds of applicants narrowed down quickly to the strongest fits. That way, recruiters spend their time on the right candidates. Some teams also lean on Ezra for later-stage interviews when they want more in-depth, structured conversations.

Candidates actually love it—Ezra interviews have an average rating of 4.8 out of 5. Here’s why:

• They can take the interview on their own time, no scheduling headaches.

• They feel like they get a real chance to connect and tell their story, not just send a resume into the void.

• The experience feels consistent, fair, and less intimidating than talking to a stranger right away.

Many describe it as a two-way conversation where they can ask questions about the role and showcase more of who they are.

Yes. Ezra connects with most major Applicant Tracking Systems (ATS) so you can run everything in one place. For enterprise clients, we also build custom integrations when needed.

Yes. In full compliance with hiring laws, every candidate can opt out of using Ezra and choose the company’s standard process instead. We work closely with recruiters to make sure candidates are clearly informed, supported, and set up for a positive experience.

We keep it simple and transparent:

• Interviews are recorded only to help the company evaluate a candidate for the role.

• Data is never sold or used to train AI models. Only the company’s recruiting team has access to it.

No. Ezra never decides who gets hired. Ezra simply runs structured interviews and summarizes responses so recruiters can make better, faster decisions. The final call is always made by the company’s hiring team.

Yes. We offer free two-week trials for select companies. That way, you can see firsthand how Ezra works for both recruiters and candidates before rolling it out more widely.

Yes. Ezra has built-in cheat detection. If it picks up unusual patterns—like someone reading pre-written answers or using AI tools—it will flag that behavior for the recruiter to review.

On average, recruiters save 45–50 minutes per candidate interview by automating scheduling, interviews, notes, and evaluations. For roles with hundreds of applicants, Ezra slashes time-to-hire, speeds up start dates, and helps teams focus on the top candidates faster.