AI recruiting for HR teams
Spend less time screening. Know who to meet.
Nova screens CVs, interviews eligible candidates, and brings your team the evidence to choose who moves forward. Candidates get a thoughtful conversation, on their schedule.
One role · Up to 25 interviews · No sales call required
Role brief · One criterion
Senior Data Analyst, Customer Onboarding
Judgment under uncertainty: knows when to slow down for better evidence, and when not to.
The interview
Nova · A time you had to choose between more analysis and moving quickly.
Alex · “I paused the rollout. The apparent improvement was partly a change in who signed up.”
What your team receives
Recognised a confounded comparison and proposed a randomized test instead of shipping on it.
- Supports
- A specific decision, a reason, and a cost accepted (one week).
- Explore next
- What did the randomized test actually show?
Trusted by hiring teams atClient logo placeholders
Give your team a head start on every interview.
Start with what the role needs. Nova helps turn that into a clear hiring brief, a consistent assessment, and an interview built around the work.
- 01
Set the bar together
Bring a job description or describe the role. Nova helps draft the criteria and interview approach. Your team reviews them before candidates enter the process.
- 02
Let Nova handle the first assessment
Share your role or invite candidates directly. Nova screens CVs and interviews eligible candidates, asking follow-up questions that explore their experience and how they think.
- 03
Choose whom to meet with evidence in hand
Review assessments, supporting answers, and areas that need a closer look. Build your shortlist and focus your next conversations where they matter most.
The evidence that makes the difference
Go into the next conversation knowing what to explore.
A CV tells part of the story. Nova’s interviews explore concrete examples and decisions, then assess the conversation against your role’s criteria. Your team can see what supports a rating and where the evidence is incomplete.
Product demo with a fictional role and simulated candidate · quoted verbatim
Nova
Could you tell me about a specific time at Northstar where you had to make a tough call on how much analytical precision was needed versus moving quickly with the product squad? What was the decision and the tradeoff?
Alex, demo candidate
I paused the rollout. The apparent improvement was partly a change in who signed up. Our before-and-after onboarding comparison looked strong, but acquisition mix had shifted. I explained that uncertainty to the product lead and proposed a randomized test. We kept the existing flow running while we collected enough data to separate the design effect from the audience change. That cost a week, but avoided rolling out on misleading evidence.
Reveal the follow-upHide the follow-up
Nova
When you ran that randomized test over the extra week, what did the results end up showing compared to the initial before-and-after picture?
Alex, demo candidate
The randomized comparison showed seven-day activation rising from 61 to 65 percent, a four-point gain, while the before-and-after chart had suggested about eight points. I used the same eligible signup cohort and activation definition in both arms. The confidence interval was roughly plus two to plus six points. We found no material change in fraud or support contacts, checked the acquisition cohorts, and then recommended a staged rollout with continued monitoring.
The candidate experience
Give candidates room to show what they can do.
Candidates can read about the role and the process before applying. Eligible candidates can start their interview when they are ready or book a time to return.
Nova asks practical questions and follows up on their answers, giving them space to explain the work behind their CV. Candidates know they are speaking with AI and that the hiring team can review the conversation.
A clear start. Relevant questions. Time to explain.
See the candidate experienceNova · Follow-up
How did the product manager take having to delay the launch, especially when the initial data already looked like a big win?
Control and trust
Your hiring standards. Your shortlist.
Your team defines the criteria and chooses whom to shortlist and hire. Nova makes the reasoning behind its assessments available to review.
Must-pass requirements can automatically decline candidates when the evidence shows a failure. Missing or unclear evidence alone does not trigger those rules.
How assessment and control workQuestions before getting started.
Commercial details live on Pricing. Assessment and data handling on Trust.
Can we try Nova without speaking to sales?
Yes. You can start with one role and up to 25 interviews without a sales call. The Pricing page explains the trial terms and how to continue.
Do we need candidates already?
You can share your role’s application link or invite candidates directly. Sourcing is available where enabled for your organisation. The trial allowance covers interviews; it is not a promise of 25 candidates.
Does Nova make the hiring decision?
Your team chooses whom to shortlist and hire. Must-pass rules can decline candidates on evidenced failure. An optional close-out automation can also decline adequately assessed candidates below your configured bar; it starts disabled. Read how control works.
What do we receive after an interview?
An assessment against your role’s criteria, supporting answers, and areas where the evidence is incomplete. You can review the conversation and decide what to explore next.
Will candidates know they are speaking with AI?
Yes. Candidates are told they are speaking with an AI interviewer and that the hiring team can review the conversation.
Put Nova to work on your next role.
Try the workflow with your hiring criteria and candidates. See the interviews and assessments for yourself.
Try Nova on a roleOne role · Up to 25 interviews · No sales call required
Planning a wider rollout? Contact sales.