Fintra Feature
An AI interviewer that adapts, scores, and stays auditable
AI Interview Session
Example figures- CANDIDATES
- 42
- screened this week
- AVG SCORE
- 71/100
- across rubric
- FLAGGED
- 3
- integrity review
- Priya S.: strong on system design
- 86
- Marcus T.: vague on ownership
- 58
- Deepfake signal on live video
- review
- Ana R.: clears rubric bar
- 79
What the AI interviewer does
Most teams can only give a real first-round interview to a fraction of applicants, so strong candidates get filtered out by a resume keyword and weak ones slip through on a polished CV. Fintra’s AI interviewer conducts a structured, conversational interview with every applicant, adapts its follow-up questions to what the candidate actually says, and returns a scored, explainable result a recruiter can trust and act on.
- Conversational candidate experience: a real dialogue, not a one-way video prompt
- Adaptive next-question engine that probes deeper when an answer is thin or strong
- Explainable scoring against a defined rubric, with evidence quotes per dimension
- Recruiter live-monitor and ranked outcomes so humans decide who advances
- Built-in candidate integrity and deepfake checks on the same session
Core capabilities
| Capability | What it does | What it replaces |
|---|---|---|
| Adaptive questioning | Chooses the next question from the candidate’s prior answers | Fixed, one-size question lists |
| Conversational UX | Two-way chat/voice interview that feels human | One-way recorded video prompts |
| Explainable scoring | Scores each rubric dimension with quoted evidence | Gut-feel recruiter notes |
| Live monitor | Recruiters watch sessions and see ranked results | Waiting days for panel feedback |
| Integrity checks | Flags fraud, impersonation, and deepfake signals | No screening for interview fraud |
How it works
From job to ranked shortlist
Define the rubric
Set the competencies and scoring bar for the role; Fintra generates a structured interview plan you can edit.
Invite candidates
Every applicant gets the same fair interview on their own schedule: no recruiter calendar bottleneck.
Adaptive interview runs
The AI asks, listens, and follows up on the candidate’s real answers rather than reading a static script.
Score with evidence
Each session is scored per rubric dimension with quoted evidence and integrity signals attached.
Recruiter decides
Recruiters review ranked outcomes, spot-check transcripts, and advance humans: the AI never auto-rejects.
Fair, governed, and human-in-the-loop
Automated hiring is a high-stakes, regulated decision surface. Fintra treats the AI interviewer as a recommender, not a decider: scores are explainable, candidates have a recourse path, and a named human approves who advances.
Questions people ask
Does the AI interviewer reject candidates automatically?
No. It conducts and scores the interview and ranks outcomes, but a human recruiter makes every advance-or-reject decision. Scores are explainable with quoted evidence so recruiters can review the reasoning, and candidates have a recourse path rather than being silently filtered by a model.
How is this different from one-way video interview tools?
One-way tools record a candidate answering fixed prompts, then leave a human to watch every video. Fintra’s interviewer is conversational and adaptive, it follows up on real answers, and it returns explainable scores and rankings, so recruiters review a shortlist with evidence instead of hours of raw footage.
Can candidates game it or fake their identity?
Every session runs through Fintra’s candidate integrity engine, which flags impersonation, answer-injection, and deepfake signals for human review. Flagged sessions are surfaced to recruiters rather than acted on automatically, so genuine candidates are never penalized by a false positive.
Is it fair and compliant with AI-hiring regulations?
Fintra scores against a structured rubric applied equally to every candidate, records explainable per-dimension evidence, and keeps a full audit trail: the foundations NYC Local Law 144 bias-audit and EU AI Act high-risk requirements expect. Human sign-off on outcomes keeps a person accountable for the decision.
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Give every applicant a fair first round
Talk to us: we will map it to your stack. Stand up an AI interviewer for your open roles and hand recruiters ranked, explainable shortlists.