How the interview is monitored

We record the screening and show the employer what happened. We do not decide who cheated. This page says exactly what that means, for candidates and for the people who hire them.

Last updated 7 September 2026.

What the employer receives

• The screen and audio recording, when proctoring is on, and the camera video when the camera is on.
• The full transcript, and a written assessment with reasoning for each dimension.
• A timeline of session events, each with a timestamp: tab switches, leaving the window, exiting full screen, total time away, clipboard use, stopping answering before the end, the longest silent pause, closing or reloading the page, and whether the screen and camera recordings ran for the whole interview, including when the camera was turned off and how much of the interview it covered.
• The candidate's agreement, given before the interview, to answer in their own words.

What the interviewer does

It asks follow-up questions that call for first-person detail, so an answer read from somewhere else tends to show as a lack of specifics rather than as a label. Everything it hears is in the transcript for the employer to read.

What we deliberately do not do

• No identity verification unless the employer enables a verification partner, which we will say on this page when it exists.
• No face, eye-movement or emotion analysis. Inferring emotion in recruitment is prohibited in the EU, is unreliable, and discriminates against people whose expressions or movements are atypical. Our camera video is played back to a person; no software analyses it.
• No "AI-generated answer" labels. Published research shows these detectors misclassify human writing, especially from non-native English speakers, more than half the time. We will not put such a label on a candidate.
• No browser lockdown, no second-camera setups, no detection of other devices. They are easy to bypass and hostile to honest candidates.
• No automatic rejection, no ranking. Every flag is evidence for a person to weigh. No candidate is scored down or rejected by software because of a flag.

For employers

Treat flags as prompts for a conversation, not conclusions. A tab switch can be a notification; a camera turned off can be a bandwidth problem. Ask the candidate. If you need identity verification for a role, tell us and we will connect a verification partner; we will not build face matching ourselves.