Most AI video tools hand you a score and a hope. Truffle scores per criterion, cites the transcript moment that drove each score, and stores the audit trail. Built around the principle that AI surfaces evidence and humans make the call. Suitable for hiring under NYC Local Law 144 and the Illinois AI Video Interview Act.
AI video interview software trusted by hiring teams that have to defend every decision
Most AI video tools collect responses, run an opaque model, and hand you a number. That's not a defensible hiring decision under NYC LL144 or Illinois AIVIA. It's a confidence interval with a brand on it.
A score appears next to a candidate. No reasoning. No transcript citation. No way to audit how the model got there. When your hiring manager asks why this candidate is a 92 and that one is a 64, the only honest answer is 'the algorithm said so.' That's not a defensible hiring decision. It's a black box with a confidence interval.
NYC Local Law 144 requires bias audits and candidate notice for automated employment decision tools. Illinois' AI Video Interview Act requires consent and explanation. Colorado SB 205 and the EU AI Act extend the framing further. If your AI vendor can't show you what drove a score, you can't show a regulator either.
Most AI video software ranks candidates against an opaque model trained on someone else's hires. The criteria that mattered for them aren't the criteria that matter for you. A great salesperson at one company is a poor fit at another. The score number looks confident. The signal underneath it isn't yours.
The AI scoring layer in Truffle is built backwards from how black-box tools work. You write the rubric. AI scores against it with reasoning. Every score links to the moment that drove it. A human makes the call.
Define what 'qualified' means for the role at intake. Must-haves, nice-to-haves, deal-breakers, weighted criteria, and competency definitions. The decision logic gets written down before any candidate records, so AI Match is measuring what you actually care about, not a generic hiring formula.
Truffle transcribes every response, then runs scoring against your rubric. The output isn't a single number. It's an alignment score for each criterion, the model's reasoning for the score, and a link to the exact transcript moment that drove it. You see what AI saw and why.
An audit trail is only useful if you can follow it. Every match score links back to the candidate's words. Click a criterion, the player skips to the second the AI cited. Disagree with the model, leave a note, override the score. The disagreement gets stored so your team can see how human reviewers diverge from AI on each role.
Read-only candidate links pass the rubric, the response, the score breakdown, and the reasoning to your hiring manager without asking them to set up an account. They review independently, leave structured ratings, and the consensus view aggregates everyone's reasoning in one place. The 'did you watch that one yet?' meeting goes away.
Every score breaks down by criterion, with the model's reasoning written in plain language and a link to the transcript moment that drove it. You can defend any decision with the evidence, not by appealing to the algorithm. Your hiring manager and your legal team see the same audit trail.
AI surfaces the evidence. A human makes every hiring call. That distinction matters under NYC Local Law 144 and the Illinois AI Video Interview Act, which regulate fully-automated decisioning. Truffle is built around the architecture regulators are pushing the industry toward. Confirm your own compliance approach with counsel for your jurisdictions.
Most AI video tools score against a generic hiring model trained on aggregated data. Truffle scores against the criteria you wrote down at intake. Different rubric per position. Different weights per criterion. AI calibrates against your standard, not someone else's median hire.
AI Check flags responses showing patterns of AI assistance: copy-pasted ChatGPT phrasing, off-screen reading, generated cadence. The flag is information for your team, not an auto-rejection. Use it to ask better follow-up questions or to weight the response, not to disqualify candidates without review.
Disagree with an AI Match? Override it. The system stores the override alongside the AI's original score, your reasoning, and your role. Over time you see where human reviewers consistently diverge from the model. That signal feeds back into how you tune the rubric for that role family.
Truffle does not use webcam snapshots, browser tab tracking, copy-paste detection, or device-location monitoring. AI Check, randomized question pools, and time limits give you confidence in the response without making the candidate feel watched. Integrity is a design choice, not a panopticon.
Each capability below is built around the same principle: AI surfaces evidence, a human makes the decision, and the reasoning is visible at every step.
Every response scored against your rubric with a percentage match per criterion. Reasoning written in plain language. Confidence indicators when the response was short or ambiguous. The opposite of an opaque ranking.
Every match score links back to the timestamp in the candidate's transcript that drove it. Click the criterion, the player jumps to the cited moment. The audit trail builds itself.
Define must-haves, nice-to-haves, deal-breakers, and weighted criteria per position. Competency definitions you can edit, reuse, and share across similar roles. AI scores against your standard, not a generic model.
Plain-language summaries of each candidate's responses with key insights highlighted. Orient on a candidate in fifteen seconds before deciding whether to watch the full recording.
Three to five thirty-second highlight clips per candidate, tagged by competency, with a 'why this matters' note explaining the selection. The reasoning behind the clip lives next to the clip.
Flags responses showing patterns of AI-assisted phrasing or off-screen reading. Surfaces as a flag, not a verdict. Built into every plan. Reviewer decides what to do with the signal.
Override any AI score, capture your reasoning, persist the override. Reports show where human reviewers consistently diverge from AI on each role family so you can tune rubrics over time.
Full transcript, per-criterion score breakdown, AI reasoning, reviewer notes, and decision history archived per candidate. Exportable for bias audits, NYC LL144 documentation, or internal review.
Pass the candidate, the rubric, the score breakdown, and the reasoning to your hiring manager via a link. No account creation. Independent scorecard. Their reasoning aggregates into the consensus view.
Resume screening, one-way video interviews, and talent assessments all score against the rubric you wrote at intake. One profile per candidate, three signals, one consistent reasoning model.
If you're shopping for the async-recording mechanic itself (Position Link distribution, mobile completion, candidate experience, retakes), the one-way video interview page covers that side of the same product.
Learn more Resume screeningAI Match runs the same rubric against parsed resumes. Score every applicant before any video records, so only the candidates who clear the rubric record at all.
Learn more Talent assessmentsPersonality (Big Five), Situational Judgment, and Environment Fit assessments add a measurement signal that interview transcripts can't capture. Layer them with video for a fuller candidate profile.
Learn moreDon't see your question? Get in touch and we'll respond the same day. Get in touch.
No. Truffle is a decision-support platform. AI Match surfaces evidence against the rubric you defined. A human reviewer makes every hire and no-hire call, captures their reasoning, and can override any AI score. NYC Local Law 144 specifically regulates tools that 'substantially assist or replace discretionary decision-making.' Truffle is built around the architecture that keeps the discretion with the human. That said, regulatory interpretation varies, and you should confirm your own compliance posture with counsel for the jurisdictions where you hire.
A black-box scoring tool gives you a number with no defensible reasoning. Truffle gives you a per-criterion match breakdown, the model's reasoning for each criterion in plain language, and a link to the exact transcript moment the AI cited. Click any criterion, jump to the source moment. Disagree with a score, override it. The whole audit trail archives per candidate. The number is the start of the conversation, not the verdict.
Yes, in three layers. First, the overall match percentage breaks down into per-criterion alignment scores. Second, each criterion has a written reasoning paragraph explaining what the AI weighted and why. Third, every reasoning paragraph cites a timestamp in the transcript so you can hear the candidate's exact words. If you disagree with the score, you override it and the override stores alongside the AI output for the audit record.
AI Check flags responses with patterns consistent with AI-assisted phrasing, off-screen reading, or copy-pasted output. It is a context signal, not a verdict. The model can produce false positives, especially for candidates whose natural style happens to match generated text patterns. Use it to ask a sharper follow-up question, weight the response with caution, or schedule a quick live verification. Do not use it as a basis for automatic disqualification.
Generic AI hiring scores rank candidates against a model trained on aggregated data, then output a single ranking number. The model decides what matters. Per-criterion scoring inverts that: you write the rubric, the AI scores against your criteria, and the output is alignment-per-criterion plus reasoning. A great fit for one role's rubric can be a poor fit for another. The criteria you defined drive the math, not someone else's median hire.
Yes. Generate a read-only candidate link, send it via email, the hiring manager reviews the transcript, the rubric, the per-criterion score breakdown, and the AI reasoning, then leaves a structured rating and notes. The rating aggregates into the consensus view alongside other reviewers. No login, no provisioning, no IT ticket. Independent ratings reduce groupthink and the consensus view shows where reviewers agree, disagree, and converge.
The Illinois AI Video Interview Act requires that you notify candidates that AI may be used to evaluate their responses, get consent, explain how the technology works, and limit who sees the recordings. Truffle ships consent and notification flows you can configure per position. Colorado SB 205, the EU AI Act high-risk classification, and proposed federal rules push the industry toward similar transparency requirements. Truffle's per-criterion reasoning, transcript citations, and audit trail are built for this regulatory direction. As always, confirm your own approach with counsel.
No. Truffle never auto-rejects. AI Match surfaces alignment evidence, ranks responses against the rubric, and generates summaries and Candidate Shorts. A human reviewer advances, holds, or rejects every candidate. There is no setting for 'auto-reject below threshold' because the architecture is designed around the assumption that a human owns every decision.
Three layers. First, the rubric is yours, not a generic hiring model. The criteria you write down drive the scoring math. Second, every score is per-criterion with reasoning, so you can spot a model output that doesn't match the response and override it. Third, divergence reports show where human reviewers consistently disagree with AI on a role family, so you see model drift before it becomes a pattern. We do not claim AI eliminates bias. No tool can. We claim AI surfaces evidence in a way that human reviewers can audit, override, and adjust.
Three minutes for the first one. Paste the job description, accept or edit the AI-suggested questions, write or edit the rubric, add your branding, share the Position Link. Subsequent positions reuse the rubric library so the second one takes about a minute.
$149 per month on the Self-Serve plan, or $99 per month with annual billing. Unlimited positions, unlimited team members, every AI feature included, no per-seat fee. 7-day free trial, no credit card required.
