The Global staffing industry was valued between $650 billion to $700 billion. Out of this, the online recruitment landscape is valued at between $35–$40 billion and is growing annually at a Compound annual growth rate (CAGR) of 10.41% to reach $70 billion by 2030.

This rise in the demand for modern technologies to improve hiring has only become more famous with the successful integration of Artificial Intelligence. This has led to the emergence of tools that can drastically improve not only the speed of the interviews but also their quality.

One such tool is BarRaiser, your one-stop shop for taking your hiring game to the next level. So, what is BarRaiser, and how can it help us assess candidates more effectively?

What is BarRaiser?

BarRaiser is an AI-powered interview assessment tool that provides end-to-end hiring solutions for companies. We aim to not only make the interviews better but also fair. However, our AI-powered tools are designed in a way that keeps the decision-making process solely in the hands of the human recruiters. In short, BarRaiser acts as a digital assistant to recruiters by automating less important tasks, allowing them to focus on more important tasks.

We aim to create ‘A globally standardized interview process that is structured, free from bias, and prioritizes the candidate’s overall hiring experience.’ Our aim is simple: to help interviewers conduct effective interviews and, at the same time, provide a positive experience for the candidate. 

Our goal is to maintain objectivity, consistency, and fairness in all our interviews. Along with making interviews better, we also help the interviewer by providing them with important metrics on their performance. These metrics also help interviewers track their progress since they started using their tool. This helps us gain the confidence of our clients, thus reaffirming the accuracy and usefulness of our tool.

To date, BarRaiser has served over 250 clients, helping them conduct over 100,000 assessments in more than 40 countries and analyzing over 40 skills in the process. This has led to companies saving on an additional 150,000 interviewing hours. At the same time, we have also boarded over 1200 interviewers to conduct these interviews.

So, how does BarRaiser help interviewers assess candidates? We explain.

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Structured Interviews

One of the major hurdles that every company, regardless of industry, faces in recruiting is bias. Over the years, companies have struggled to develop a recruitment strategy that either prevents or, at the very least, minimizes the issue during interviews. According to a 2012 study conducted by the Proceedings of the National Academy of Sciences of the United States of America (PNAS), male candidates were generally viewed as more competent, even when female candidates were equally skilled and competent.

This is why companies need a major weapon in their arsenal to combat bias. Structured Interviews have now become that weapon. Under this, every candidate is asked the same questions which are asked before the interview. This allows the interviewer to benchmark and standardize their approach. The questions are based on job role, required skills, and seniority level. 

The questions are designed to assess specific abilities, including problem-solving, technical skills, and communication. To assess these skills, the questions could be a mix of behavioral, situational, and technical questions. Each question is designed to test a specific skill. These sets of questions are based on a scoring rubric that assesses each candidate.

By making all the candidates go through the same interview process, companies ensure:

• Comparability
• Reduced bias
• Fairness in selection

Benefit	Description
Fairness	Equal opportunity for all candidates with the same questions and criteria.
Reduced Bias	Structured format minimizes subjective judgment or halo effects.
Higher Predictive Validity	Better at predicting job performance compared to unstructured interviews.
Scalability	Easier to implement across multiple teams or locations.
Auditability	Decisions are traceable and can be reviewed, especially helpful for compliance or disputes.

Also Read: Myths and Facts related to AI hiring

AI-Powered Interview Co-Pilot

One of the most important features of BarRaiser is perhaps the AI-Powered Interview Co-Pilot. This acts as a digital assistant to the interviewer, automating certain aspects of the interview process and helping increase both the speed and accuracy of the interviews. The primary goal of the Interview Co-Pilot is to ensure that the interview process remains structured, efficient, and bias-aware. Taking over the less important aspects of the interview process allows the interviewer to focus solely on the candidate, rather than the logistics behind them.

Some of the key capabilities of the AI Interview Co-Pilot are as follows:

Also Read: Why is Industry knowledge important while hiring

Real-Time Question Guidance

While BarRaiser can create a set of elaborate questions before the interview with simple instructions, there are times during the interview when the interviewer might feel the need for extra questions. This is where they can ask the AI Interview Co-Pilot to help ask questions at a moment’s notice. Recruiters can simply ask the tool to create questions by reviewing the candidate’s resume or the context of the interview (since the entire interview is transcribed and recorded, which we will discuss in detail later).

Additionally, before the interview, the recruiter has set up the tool to assess candidates on specific skills. However, in case the interviewer fails to ask the candidate questions on a specific skill before the interview ends, the tool sends an alert to the recruiter.

Also Read: Things To Remember While Selecting Interview Intelligence Tool

AI-Driven Notes

While AI Interview Co-Pilot records and transcribes each interview, it takes it a step further by also taking real-time notes. The tool captures important points from the candidates’ answers, which helps later during the assessment.

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Behavioral Cues & Red Flags

The tool also prompts the interviewer if:

• A question was answered unclearly
• Bias might be creeping in (e.g., confirmation bias)
• A deeper follow-up may be warranted

Also Read: How BarRaiser offers end to end solutions for hiring

Recording & Transcription

As mentioned earlier, bias remains one of the most significant challenges in recruitment. And recording and transcribing every interview is a great way to combat it. This ensures that a record of each interview is maintained, which can be stored digitally and later reviewed by all stakeholders involved in the recruitment process. We at BarRaiser collect both audio and video, which enables the collection and analysis of a large amount of high-quality data. The benefits of recording and transcribing are as follows:

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Transparency & Fairness

The most visible advantage of recording and transcription is that it makes the interview process more transparent and fair. Because the interview has been recorded and transcribed in its entirety, it can be accessed by any member of the recruitment process. This ensures that decisions are made based on what the candidate actually said during the interview, rather than on bias or perception. This makes it particularly useful for roles that require multiple rounds of interviews.

Also Read: What is Predictive Validity and how it should be used in workplace?

AI-Powered Transcripts

After the interview, the tool uploads the entire interview to a dashboard, where it can be accessed by any stakeholder involved in the recruitment process.  These interviews are posted with timestamps in the transcripts, allowing the interviewer to easily access them. In addition, the transcripts are annotated by skills and job skills, making it easier for interviewers and hiring managers to navigate through them.

Moreover, recruiters and interviewers can also search for specific information within the transcripts by keyword, skill, or question. This helps save a significant amount of time, allowing recruiters to analyze a large number of candidates in less time without compromising the quality of the assessment. It also helps companies stay compliant with hiring regulations by maintaining verifiable records of interviews and other relevant documentation. This is particularly useful when companies need to defend their hiring practices.

Step	Description
Consent	Candidate gives consent to record the session.
Recording	Audio and/or video is recorded during the interview.
Transcription	AI generates an accurate text transcript shortly after.
Annotation	The transcript is tagged with skills, topics, and timestamps.
Integration	Interview clips and summaries are synced with ATS platforms (e.g., Greenhouse).
Sharing & Collaboration	Hiring teams can share, comment, and rate collaboratively inside the platform.

Also Read: The Ultimate Guide to assess Software Developers

AI-Generated Interview Notes & Feedback

The  AI-generated interview Notes & Feedback are used in order to reduce manual effort while at the same time enhancing the accuracy, consistency, and completeness of post-interview evaluations.

AI-Generated Interview Notes & Feedback Capture:

• Key points from the candidate’s responses
• Skill-level evaluations
• Strengths and concerns
• A recommended next step (e.g., hire, no-hire, further interview)

So, what is the information that these notes include:

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Skill Wise Breakdown: This includes things such as:

• What the candidate said
• How they approached the problem or question
• A performance rating per skill (typically a 1–5 or similar scale)

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Highlights & Quotes

• Directly extracts key quotes or insights from the transcript
• Marks notable achievements or red flags
• Helps hiring managers see the exact evidence behind each score

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Interviewer Summary

• Summarize how well the candidate aligned with expectations
• Highlights interviewer observations
• If multiple interviewers are involved, it consolidates feedback into a unified view

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Actionable Recommendation

• AI suggests whether to advance, reject, or reconsider the candidate
• Often includes confidence levels or reasoning to support the recommendation.

The benefits of hiring a team for using BarRaiser are as follows:

Feature	Value Added
Saves Time	Interviewers don’t need to spend 30+ minutes writing detailed feedback
Consistency	All candidates are evaluated with the same depth and structure
Reduced Bias	Focuses on what was said, not how it was perceived
Better Collaboration	Hiring managers and peers get a clear, objective summary
Auditability & Documentation	Records hiring rationale for future reference or compliance

Also Read: How to create a fair cognitive ability test?

Interview Quality & Calibration

BarRaiser’s Interview Quality & Calibration features are designed to ensure that interviews are consistently of high quality, fair, and aligned across all interviewers and hiring teams. This is essential for companies that want to scale their hiring without sacrificing consistency or introducing bias.

Interview Quality refers to how well an interview is conducted—measured by factors like:

• Structure and flow
• Relevance of questions
• Objectivity of feedback
• Depth of candidate assessment

Calibration is the process of aligning interviewers so they:

• Interpret and score candidate responses similarly
• Ask appropriate, role-specific questions
• Apply evaluation rubrics consistently

So, how does BarRaiser help in managing interview quality

Also Read: What is Internal Recruiting and how does it benefit a company?

AI-Based Quality Scoring

BarRaiser evaluates each interview using an AI model that scores:

• Adherence to a structured format
• Time spent on each skill/topic
• Completeness of notes and feedback
• Interviewer engagement (e.g., too much silence, interruptions)

Also Read: What is Caring Culture and why it is necessary in the workplace?

Real-Time Monitoring

BarRaiser flags interviews in real-time if:

• Key skills or questions are skipped
• The interview seems off-track
• There are inconsistencies in the feedback

Also Read: What are pros and cons of Personality Tests in hiring?

Interviewer Feedback & Coaching

Interviewers receive personalized feedback reports on how they conducted interviews.

This includes:

• How well they followed the rubric
• Depth of probing questions
• Balance of talk time vs. listen time

Also Read: What is Salary History and why do companies ask for it?

Calibration Sessions

BarRaiser facilitates team-level calibration, where:

• Interviewers review the same candidate interviews together
• Discuss why a candidate received a particular score
• Align expectations and scoring for future interviews

The benefits of Interview Quality & Calibration to the companies are as follows:

Benefit	Description
Fairer Interviews	Consistent scoring means less bias and more equity
Better Hiring Decisions	Aligned evaluations reduce false positives/negatives
Scalable Interviewing	Organizations can add new interviewers without losing quality
Interviewer Development	Feedback helps upskill interviewers and reduce reliance on star players
Auditability & Compliance	High-quality documentation supports legal and internal compliance needs

Also Read: Best Interview as a service platforms in 2025

Final Candidate Assessment

The Final Candidate Assessment in BarRaiser is the outcome of a structured, multi-layered evaluation process powered by AI, standardized rubrics, and interviewer inputs. It’s designed to provide hiring managers and recruiters with a clear, data-backed hiring recommendation, summarizing everything from skill ratings to behavioral signals and risk factors.

It’s a comprehensive report generated after all interviews are complete. It consolidates:

• Skill-based performance scores
• AI-generated interview notes
• Red flags or standout highlights
• Overall hiring recommendation
• Interview quality indicators

So, what does the Final Candidate Assessment include:

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Skill-Wise Summary

Each core skill is rated on a scale (e.g., 1–5 or Low–High)

Ratings are backed by:

• Verbatim responses
• Interviewer notes
• AI-observed patterns (e.g., clarity, reasoning, completeness)

Also Read: What Is Fixed Salary and How It Compares to Variable Pay

Behavioral & Cultural Insights

• Captures soft skills: communication, leadership, teamwork
• Uses behavioral data from interview transcripts
• Identifies alignment with company values or role expectations

Also Read: Dominant Personality Traits: Understanding Benefits and Challenges

Structured Feedback

• Breaks down what was said, how it was said, and what it implies
• Highlights candidate’s strengths, weaknesses, and growth potential
• Includes quotes and key responses to support feedback

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Red Flag and Risk Factors 

Flags any issues like:

• Evasive responses
• Lack of core competency
• Inconsistencies across rounds

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Comparative Feedback 

Shows how the candidate stacks up against:

• Other candidates
• Benchmarks for similar roles

Final Recommendation

• Hire / No Hire / Hold / Re-interview
• Often includes a rationale summary and confidence level
• Can be customized by role, team, or seniority

Also Read: Inductive and Deductive Reasoning: Key Differences and Workplace Applications

Role	How They Use It
Hiring Managers	Make final decisions based on a full-view assessment
Recruiters	Understand where candidates stand and move the process forward
Interviewers	Align on scoring, calibrate feedback
Executives	Review decision history for key hires

So, what are you waiting for, use BarRaiser and watch your hiring game go from good to the best.