Permission comes first
Before starting, candidates are asked to agree to the inviting employer collecting and reviewing their answers, including any video or audio they provide.
Privacy & control
Clear choices.
Thoughtful handling of responses.
An interview can be personal. Here’s how the product handles responses, the choices candidates have, and the controls employers can use.
See the interview experience Built into the experience
Know what happens to an answer.
Responses stay in the workspace
Reviewing responses requires authorized access to the employer’s workspace. Candidate links do not expose other applications or private reviewer notes. There is no public response gallery or media-sharing feature.
People make the decisions
Reviewers can add notes, manual ratings, and scorecard feedback. Interviewly does not automatically score candidates, rank them, or make hiring decisions.
Candidate choices
Transcription has its own consent.
Automated transcription can turn a recording into text for the reviewer. It has a separate, optional consent checkbox. Leaving that box unchecked does not prevent you from submitting your answers.
When enabled and available, recordings are sent to OpenAI for transcription after submission, only with your consent. The transcript is kept with your private application under the hiring workspace’s retention policy. It supports reading your answers; it does not assess your suitability for a job.
Employer controls
Keep responses for a clear reason.
Employers choose the retention period for submitted interviews. The current setting is shown to candidates before they start.
90days by default
for submitted interviews
for submitted interviews
Choose a period that fits your process
Workspace owners can set retention between 7 and 365 days. Unfinished interviews are scheduled for cleanup after 7 days.
Remove responses when they’re no longer needed
Employers can delete an application. This revokes candidate access and starts removal of its stored recordings. Recording removal can take time to finish; retention cleanup also depends on the service’s cleanup process running.
Keep review focused on the role
Use job-related criteria and evidence in notes and manual scorecards. Reviewer notes and scores are kept out of the candidate’s interview view.
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better conversation.
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Create your workspace Private responses. Human decisions.