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Creating a role. Paste or link a job description and analyze it. Confirm the title, client, required criteria (facts like authorization or location) and evaluation criteria, then generate the interview guide. Generation usually takes under 90 seconds.

Approving the guide. Read the basics to confirm, the role questions and the assessment criteria; edit or reorder questions; approve. Invitations can only go out against an approved guide. Editing later creates a new version — candidates already invited keep the version they were invited with.

Closing a role. Unstarted invitation links stop working; interviews in progress finish. Reopen at any time from Role settings.

Adding candidates. Type them in, upload a CSV or paste one (columns: name, email; phone and source optional). Every row is checked before anything is sent; rows with problems show the row, the field and how to fix it.

Duplicates. A candidate with a live invitation for the role can be reminded instead of re-invited; a finished one can be invited again.

Expiry. Links expire at the end of the day you chose (7 days by default). Candidates get one reminder 48 hours before. You can extend, resend or cancel from the Candidates tab.

Bounces. If an email bounces, the row says so and offers to fix the address and resend.

Candidates open the link, read the notice and consent, check their microphone, and talk with the interviewer for 15–20 minutes. They can switch to text at any point, stop and come back within the resume window, or ask for a person instead. None of those choices affects the assessment.

They receive a confirmation email when they finish, with your agency’s next-steps text if you set one under Settings → Branding.

Reading a report. Facts stated (in the candidate’s words), required criteria (Meets / Does not meet / Not confirmed), an assessment rated per criterion with quotes that play the moment in the recording, a summary, and review signals. There is no overall score.

Deciding. Advance, Hold or Do not advance — you record it with an optional note; it is saved with your name and time and can be changed later with history kept. Nothing is sent to the candidate; your own process handles that.

Comparing. Select two to four candidates on the Candidates tab to see them side by side. The order carries no meaning.

From a report, Share & export → Client report link. Choose whether to include the recording, review signals and your decision, pick an expiry date, and preview exactly what the client sees before creating the link. Revoke any link at any time; views are counted.

One credit is used when a candidate completes an interview. Invitations, opens and abandoned interviews are free. Pack credits never expire; monthly-plan credits roll over one cycle. Owners buy credits under Settings → Billing. A low balance never blocks access to reports you already have. Public prices are on the pricing section.

Each candidate record shows their consent history and data rights: export the record, start deletion (7-day grace), or place a legal hold (owners). Retention, notice templates and the audit log are under Settings → Hiring compliance.

See the compliance overview for what stays your responsibility by jurisdiction.

Email support@interview100x.com with your agency name and, if it is about a specific candidate or report, the link to it. We aim to answer within two business days.