A real interview, not a static prompt
GAIA is designed for live voice interaction. Candidates do not just record a monologue; they answer, pause, clarify, and respond to follow-ups in a flow that feels closer to a human screen.
The hiring team still controls the role, questions, rubric, language, and evaluation boundaries. GAIA operates inside that plan instead of inventing a separate interview.
Where GAIA fits in the hiring process
GAIA is best used for structured first-round interviews, high-volume screens, multilingual candidate pools, and roles where consistent evidence matters more than interviewer improvisation.
For high-stakes final decisions, sensitive accommodations, or cases that need deep domain judgment, GAIA should route evidence to a human interviewer or panel.
Evidence instead of vibes
Every useful answer becomes transcript-backed evidence. Recruiters see the score, the reason, and the candidate words behind it.
This is the core difference between an AI interviewer and a generic conversational bot: the output is tied to a hiring rubric and human review workflow.