Interviewwatch

This is an applicant tracking system that helps hiring teams manage candidates from application through to hiring, with a separate live interview monitoring service for teams that need additional oversight during selected interviews. The two products can be used independently, allowing teams to adopt the ATS, the interview monitor, or both depending on their hiring workflow.

The ATS is designed for teams that have outgrown spreadsheets, shared inboxes, and disconnected candidate tracking. Candidates can enter through a careers page, CSV import, or manual entry, then move through a structured pipeline from application to hiring without requiring a complex workflow builder.

Key Features

Candidate Management Board

Manage candidates through a structured hiring pipeline.

The ATS provides a candidate board where each person is represented by a card associated with a specific job.

Teams can use the board to:

• Track candidates across hiring stages
• View the current stage of each applicant
• Review stage history
• See how long a candidate has remained in a stage
• Manage multiple candidates for different roles
• Move candidates from application through to hiring

This gives hiring teams a single place to understand where each candidate is in the recruitment process.

Fixed Hiring Pipeline

Move candidates through a predefined recruitment workflow.

The ATS is designed around a structured pipeline that moves candidates through stages from:

• Applied
• Initial review
• Interview stages
• Final evaluation
• Offer
• Hired

The focus is on keeping the workflow straightforward rather than requiring teams to build and configure complex automation before they can begin using the system.

Careers Page Intake

Send candidate applications directly into the hiring pipeline.

The platform supports careers page integration through an apply API.

This allows teams to:

• Publish job opportunities
• Collect candidate applications
• Send applications directly into the ATS
• Associate applicants with specific roles
• Keep careers page submissions connected to the hiring pipeline

This reduces the need to manually transfer applicant information from forms or email inboxes.

CSV Candidate Import

Import existing candidate information in batches.

Teams can upload candidates using CSV files.

This can be useful for:

• Migrating from spreadsheets
• Moving candidates from another system
• Uploading existing applicant lists
• Adding multiple candidates at once
• Consolidating recruitment information

The batch import workflow helps teams begin using the ATS without manually creating every candidate record.

Manual Candidate Creation

Add candidates directly when applications do not originate from the careers page.

Recruiters and hiring teams can manually add candidate information to the system.

This can support workflows involving:

• Referrals
• Direct outreach
• Existing contacts
• Recruiting events
• External applications
• Manually sourced candidates

This allows the pipeline to include candidates from multiple recruitment sources.

Unlimited Seats and Candidates

Use the ATS without pricing based on the number of users or candidates.

The pricing model is based on active jobs rather than individual seats or the number of candidates in the system.

This means teams can potentially:

• Add additional recruiters
• Include hiring managers
• Work with larger teams
• Track more candidates
• Manage growing applicant volumes

The pricing structure is designed to scale based on the number of active hiring roles rather than the number of people using the platform.

Live Interview Monitoring

Monitor selected interviews using live machine-level signals.

The separate interview monitoring service is designed for hiring rounds where teams want a record of potential issues that occur during an interview.

The system can:

• Monitor interviews in real time
• Surface live signals
• Flag potential issues during the session
• Provide information while the interview is still taking place

This allows interviewers to respond to relevant signals during the interview instead of waiting for a separate review process after the session.

Candidate Consent-Based Monitoring

Run interview monitoring only with candidate consent.

The monitoring workflow is designed around consent-based participation.

This provides a structured approach for interviews where additional oversight is required while making candidates aware of the monitoring process.

The service can be used selectively for:

• Specific interview rounds
• Selected candidates
• Particular hiring processes
• Interviews requiring additional verification

Teams do not need to apply monitoring to every interview.

Metadata-Only Monitoring

Monitor machine-level signals without recording interview content.

According to the product description, the interview monitor does not record:

• Screen content
• Audio
• Video

Instead, it focuses on machine-level metadata and signals generated during the interview.

This approach is intended to provide interview-related oversight without creating a recording of the candidate's screen, voice, or video session.

Live Issue Flags

Receive potential issue signals while an interview is taking place.

The monitoring system surfaces flags during the live session.

This can help interviewers:

• Review signals as they appear
• Respond during the interview
• Ask follow-up questions when appropriate
• Investigate unusual activity in context

The purpose is to provide information to a human interviewer rather than automatically making a decision about the candidate.

Tamper-Evident Interview Timeline

Generate a signed timeline for each monitored interview.

Each monitored session produces a report designed to provide a record of what occurred during the interview.

The signed timeline can support:

• Post-interview review
• Internal documentation
• Investigation of flagged events
• Governance processes
• Record verification

The tamper-evident structure is intended to help reviewers determine whether the report has been modified after the interview.

Human Review and Decision Making

Keep hiring decisions under human control.

The product does not automatically reject candidates based on monitoring results.

It also does not use AI to assign a candidate score for automatic hiring decisions.

Instead:

• Signals are presented to human reviewers
• Interviewers can evaluate context
• Candidates are not automatically rejected
• Final decisions remain with the hiring team

This makes the monitoring service an oversight tool rather than an automated candidate evaluation system.

Use Alongside Existing ATS Platforms

Add the interview monitoring service without necessarily replacing an existing applicant tracking system.

The product supports teams that want to keep their current recruitment infrastructure.

Enterprise options can include:

• Existing ATS integrations
• Greenhouse integration
• Governance controls
• Single sign-on
• White-label branding

This allows larger organizations to potentially add monitoring capabilities to their existing hiring process.

Flexible Monitoring Adoption

Use the interview monitoring service only for selected interviews.

Teams can choose where monitoring is appropriate instead of applying it across every candidate interaction.

This can be useful for:

• Technical interviews
• High-stakes hiring rounds
• Selected verification processes
• Specific job roles
• Enterprise hiring workflows

The monitoring product can therefore operate independently from the main ATS workflow.

Active Job-Based Pricing

Pay based on active hiring roles rather than seats or candidate volume.

Both free and paid plans are structured around active jobs.

This can make the platform suitable for teams that:

• Have multiple recruiters
• Need unlimited candidate records
• Expect candidate volume to change
• Want pricing tied to active hiring activity

The free plan also includes the first five monitored interviews.

Built for Structured Hiring and Interview Oversight

The platform combines candidate tracking, careers page intake, CSV imports, structured hiring stages, and optional consent-based interview monitoring into a flexible recruitment workflow.

Key benefits include:

• Manage candidates from application to hiring
• Track candidates using a visual board
• Review stage history and time in stage
• Accept applications through a careers page
• Import candidates using CSV files
• Add candidates manually
• Use unlimited seats
• Track unlimited candidates
• Pay based on active jobs
• Add live monitoring to selected interviews
• Receive live interview flags
• Monitor machine-level metadata
• Avoid recording screen, audio, or video content
• Generate signed interview timelines
• Keep hiring decisions under human review
• Use monitoring independently from the ATS
• Integrate with existing enterprise workflows

Built For

• Recruiting Teams
• Startups
• Growing Companies
• HR Teams
• Talent Acquisition Teams
• Hiring Managers
• Technical Recruiting Teams
• Enterprise Recruitment Teams
• Agencies
• Companies Hiring for Multiple Roles

Common Use Cases

• Replacing spreadsheet-based candidate tracking
• Managing applicants across multiple hiring stages
• Collecting applications through a careers page
• Importing existing candidate lists
• Tracking how long candidates remain in each stage
• Managing candidates for multiple active jobs
• Running structured recruitment workflows
• Monitoring selected interviews with candidate consent
• Reviewing live interview signals
• Investigating flagged interview events
• Creating tamper-evident interview records
• Adding monitoring without replacing an existing ATS
• Integrating interview workflows with enterprise recruitment systems
• Managing hiring without seat-based candidate limits

Why It Matters

Many hiring teams start with spreadsheets, shared inboxes, and manually maintained candidate lists. As hiring grows, it becomes harder to track where candidates came from, which stage they are in, how long they have been waiting, and what has happened throughout the hiring process.

This ATS provides a simpler alternative by bringing candidate intake, job-based pipelines, stage tracking, and hiring management into one system. Candidates can arrive through a careers page, CSV import, or manual entry, while the pricing model remains tied to active jobs rather than the number of recruiters or candidates.

The separate interview monitoring service adds another layer for teams that need oversight during selected interviews. It operates with candidate consent, focuses on machine-level signals rather than recording screen, audio, or video content, and surfaces potential issues live. Each monitored session can also produce a signed, tamper-evident timeline for later review.

Importantly, the system keeps people involved in the decision-making process. Monitoring results do not automatically reject candidates or assign AI-based candidate scores. Instead, human interviewers and hiring teams review the available information and make the final decision.

Manage Candidates and Add Interview Oversight When Needed

Collect candidates through your careers page, CSV imports, or manual entry, move them through a structured hiring pipeline, track stage history and time in stage, manage unlimited users and candidates based on active job pricing, and optionally add consent-based live interview monitoring with machine-level signals, live flags, tamper-evident reports, and human-led review without recording screen, audio, or video content.