HR & Recruitment Glossary
Every hiring term, clearly defined.

An AI interview is an automated candidate evaluation process in which artificial intelligence — typically natural language processing and machine learning — conducts, scores, and analyzes candidate responses to structured questions, replacing or supplementing the initial human screening rounds.

A video interview is a job interview conducted through video technology rather than in person, in either a live synchronous format (both parties connect in real time) or an asynchronous format (the candidate records responses to structured questions for later review by recruiters or hiring managers).

Interview as a Service (IaaS) is a structured hiring model in which a platform connects an employer's open role to vetted domain-specialist interviewers who conduct the technical interview using the employer's rubric, record the session, and deliver a scored behavioral scorecard within a defined SLA.

An Applicant Tracking System (ATS) is software that manages job applications, candidate pipelines, recruiter workflows, and hiring team collaboration across the full recruitment lifecycle — from job posting through offer and hire. It serves as the system of record for all talent acquisition activity.

Candidate screening is the systematic process of evaluating job applicants against defined criteria to identify which candidates meet the minimum qualifications and behavioral standards required to advance to the interview stage, reducing a large applicant pool to a qualified shortlist for further evaluation.

Time to hire is the number of calendar days between when a candidate enters your hiring pipeline (typically the application date or recruiter screen) and when that candidate accepts a job offer — measuring the speed and efficiency of the hiring process from the candidate's perspective.