Technical screening that your legal team can defend.
The EU AI Act classifies recruitment AI as high-risk. TestMeAI was designed around those obligations from day one — immutable decision logging, structured rubric scoring instead of a black box, and human-in-the-loop architecture.
Your engineers spend four hours interviewing someone who fails the first technical question.
First-round technical screening is broken. HR screens for soft skills, engineers get flooded with candidates who look good on paper, and most fail the moment a real technical question appears. Every failed interview costs your senior engineers hours they cannot get back.
Gut-feel screening also invites bias. Without a structured rubric applied consistently to every candidate, the people you reject are often as strong as the people you hire — and you will never know.
Structured. Consistent. Impossible to game.
TestMeAI runs the full first-round funnel for IT roles: adaptive technical assessments that adjust difficulty to each answer, AI voice interviews with structured competency domains, anti-cheat detection for LLM-assisted answers, and a ranked shortlist with per-candidate feedback — all before a human interviewer is involved.
Screening is where most teams start. It is not where we stop.
Adaptive assessments, AI voice interviews, anti-cheat proctoring and ranked shortlists for IT roles. Every candidate is evaluated against the same rubric, and your team decides who to meet.
Automate ATS integrations, interview scheduling, candidate communications and recruiter workflows. Event-driven, self-hosted in the EU, with full observability and audit logs.
We map your hiring workflow against IIBA's BABOK standard, find the bottlenecks and design the automation layer — from job brief to signed offer, process-mapped and optimised.
We probe your hiring pipeline for data-leak exposure and GDPR risk, then deliver a prioritised remediation report your team can act on immediately.
Screening that interviews for you.
For IT roles, TestMeAI runs the whole first round: adaptive technical assessments, AI-automated interviews, anti-cheat proctoring and multi-signal scoring — ending in a ranked shortlist with detailed per-candidate feedback. Your team reviews results, not resumes.
Built and refined with ITCAMP as design partner.
Every AI decision logged. Every record versioned. Every audit trail ready.
The EU AI Act classifies recruitment AI as high-risk. That means mandatory record-keeping, data governance, human oversight and candidate transparency — obligations that apply from 2 August 2026.
We designed the platform around those obligations rather than bolting them on afterwards. The audit trail, the record versioning and the human sign-off are how the system works, not a compliance layer added on top of it.
Every parsing decision, compliance check, interview score and profile change is logged with timestamp, model version and input/output hash. Nothing is overwritten, and everything is exportable for inspection.
Every version of every candidate profile is retained. You can reconstruct exactly what the system knew, and when, at the moment of any hiring decision — including for GDPR data-subject requests.
AI ranks. Humans decide. No candidate is rejected, hired or progressed without a human confirming it. This is not a setting you can switch off — it is the architecture.
Every candidate is told that AI is used in screening. Every score comes from a structured rubric, not a neural-network black box, and candidates can request the full breakdown.
See it run on your hiring funnel.
A 30-minute live walkthrough on a real role from your pipeline — assessment, AI interview, scoring and the audit trail behind them. No slides, no obligation.
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