Application link
Share a role page with the people you want to reach.
How Nova works
From your role brief to your next shortlist.
Nova connects role preparation, candidate assessment, and your team’s next decisions in one workflow. Here is what happens, and where you stay in control.
Try Nova on a role01 · Set the standard
Define the role before you assess the people.
Start with a job description or describe the work. Nova helps develop the hiring brief, scorecard, and interview approach around what the role actually needs.
Add your company context and review the criteria before publication. Your team sets the standard candidates will be assessed against.
Role requirements · Illustrative
- Owns onboarding analytics end to end
- Runs experiments, reads them honestly
- Explains findings to product leads
Interview outline · Illustrative
Judgment under uncertainty
A time precision competed with speed. What was decided, and at what cost.
Explaining to non-analysts
A finding a stakeholder did not want to hear.
Direct invitation
Invite candidates into your role’s process.
CV review
Review candidate information against the role’s requirements.
02 · Bring candidates in
Bring candidates into a clear process.
Share your application link or invite candidates directly. Candidates can learn about the role and what comes next before they begin.
Nova screens CVs against the role’s requirements and moves eligible candidates toward an interview.
Sourcing is available where enabled for your organisation. An interview allowance is not a guarantee of candidate supply.
03 · The interview
Give candidates a conversation built around the role.
Eligible candidates can start when ready or use Book for later to choose a time to return. The role’s configuration determines the interview format.
Nova asks relevant questions, follows up on answers, and gives candidates space to explain their work. Voice and text interviews are supported, according to the role’s setup.
Candidates know they are speaking with AI and that the hiring team can review the conversation.
Before the interview
A clear start.
Room to explain.
The role. The format. What to expect.
Practical questions about real experience, with follow-ups that explore the decisions behind it.
An illustration of the candidate journey, not a product screen.
Ask Nova · For example
“Why did Alex rate Exceeds on rigor? Show me the answers you used.”
“Which of these three has the least evidence on stakeholder communication?”
“Tighten the must-pass criteria for this role.”
Illustrative prompts, not stored product output.
04 · Review and decide
See the evidence before deciding.
Review assessments, the answers behind them, and areas where the evidence is incomplete. Ask Nova to help you explore the role and its candidates.
Your team decides whom to shortlist and hire. Nova can help carry out actions you approve. Assessment rules and optional automations are explained on Trust.
A worked example
The answer. The follow-up. The assessment.
Alex Morgan · Senior Data Analyst, Customer Onboarding. Read a stored product demo and see what the conversation established.
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.
Explore the stakeholder question
Nova
How did the product manager take having to delay the launch, especially when the initial data already looked like a big win?
Alex, demo candidate
They were frustrated because a launch date had been promised. I acknowledged the delivery pressure, showed the acquisition-mix chart and explained what the current comparison could and could not establish. I proposed a time-boxed test, agreed the decision threshold and reporting date with them, and involved the designer and engineer in the plan. They accepted the delay once there was a clear route to a defensible decision.
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.