Every applicant interviewed on the real work, the moment they apply.
A résumé can be faked. Proof can’t.
Every interview makes your next hire better.
So Talyn stops reading the résumé to decide. Every inbound candidate gets an adaptive AI interview, a real conversation and a live work-sample, and you get a ranked shortlist with plain-language verdicts and the verbatim evidence behind each one. Every candidate interviewed. Every verdict defensible. Zero expert hours burned.
Free to run a real role past your first candidates. No card. Or see a sample shortlist first.
applications a minute. Far more than any team can read, so most are judged by a filter, or not at all.
LinkedIn data, via eWeek · June 2025more applicants per posting than a year ago, written at machine speed. The pile grew; the hours to read it didn’t.
LinkedIn data, via eWeek · June 2025of applicants used AI to write what you’re sorting on. A strong-looking résumé no longer tells you anything.
Greenhouse · 2025 AI in Hiring ReportIt was always a description you couldn’t verify, from someone with every reason to write it well, a workable proxy only while a strong résumé was hard to produce. That world ended in 2023.
Now any candidate can generate a polished, keyword-matched résumé in a minute, and three in four do. The candidate didn’t cheat. The document just stopped meaning anything. A filter that sorts on the résumé is sorting on prompt quality, and the people it cuts are the ones who spent their time getting good at the work instead of describing it.
A résumé can be generated.
Ability can’t.
A résumé tells you who’s good at describing the job.
The interview tells you who’s good at doing it.
Talyn doesn’t read the résumé to decide.
It reads it to ask sharper questions, then watches what the person does.
200 people apply. 60 can do the job. A résumé filter can’t see which. Talyn interviews every one of them on the real work, inside the application, and sorts them against a bar you set, instantly, with none of your team’s time involved.
The filter guesses. The interview knows.
Every applicant gets a real interview on the actual work the day they apply. Your interviewers only ever meet the people who already proved it.
Somewhere in your “no” pile is a senior candidate with a two-year gap and a chip on their shoulder. A non-traditional path. A thin-looking résumé. The kinds of candidates naive filters reject to ration a recruiter’s time. Talyn interviews them anyway, and when it finds real signal, it puts the save front and center.
Cut for a two-year gap by every résumé filter. The interview found senior-level signal instead.
Talyn’s proprietary Human Detection runs on every interview and flags the candidate who didn’t do their own. Your interviewers spend their hours on people who can do the job, not on a chatbot’s homework. A person always makes the call.
Our detection is proprietary and stays that way. Candidates can’t study it, tools can’t train against it, and nobody outside Talyn knows what it watches.
Not a spot check. The whole conversation, every answer, every pause, weighed together. A pattern no single answer could reveal is obvious across twenty.
It learns from every interview it runs and every call your team makes. The more you use Talyn, the harder it becomes to fool.
Candidates who let an AI sit the interview for them get a flag. Candidates who did the work get through. Your team sees the difference the moment a verdict lands, with the evidence to back it up.
Flags, never rejects. A person always makes the call.
A fixed screen asks everyone the same questions and scores them the same way, so it has no way to separate the candidate who doesn’t know from the one who started badly. It has to be blunt. Talyn’s interview follows what the person actually says, pressing harder when they’re cruising, offering another angle when an answer is thin, and stopping once more questions stop changing the verdict.
What comes back is an assessment shaped to the person, not a score they happened to land on, and every adjustment is logged with the reason it happened. The candidate never sees the mechanism; you see all of it.
When a candidate is cruising, the work-sample gets harder, a deeper version of the same problem, tighter constraints. Depth beyond the question’s scope raises the bar, and the log records why.
When an answer is thin, the interview offers another angle, same warmth, same phrasing as an escalation, so no one can tell which way they just moved. A recovery counts. A third thin answer doesn’t.
Everyone who applies gets a real conversation instead of silence, and an interview that meets them where they are. That is the part your employer brand actually notices, and the reason the shortlist is worth having.
They interview the moment they open the link. No calendar ping-pong, no waiting a week for a slot that suits four people.
No recording yourself for a camera with a countdown running. A conversation, written or spoken, and one piece of hands-on work.
A thin answer earns another angle at the same problem, phrased exactly like an escalation, so nobody can tell which way they just moved.
Not four unpaid hours on a Saturday. Most runs close inside fifteen minutes, and there’s no pile to wait behind. The verdict is ready the day they apply.
Every candidate is asked at the end whether that was a fair way to spend their time. Answers are anonymous and pooled before you see them, which is what keeps them honest, and they land on the role as good · mixed · poor with whatever they wrote. The settings that produced them are yours: the bar, the format, the length, the interview itself, changed in plain English, before the next cohort arrives.
of job seekers have already faced an AI interview. Most haven’t had a good one.
Greenhouse · 2026 candidate AI interview reportof job seekers call AI in hiring fair, while 70% of hiring managers trust it to decide.
Greenhouse · 2025 AI in Hiring ReportHow Talyn screens people without becoming the filter it replaces →
The reason companies reject on résumé is arithmetic, not belief: nobody has a hundred and fifty expert hours to give a first-round screen. Talyn removes the arithmetic. Every applicant gets a real, deep interview, and each one runs only as long as it takes for more questions to stop changing the answer — so the candidate who proves it early gets their evening back, and the one genuinely on the line gets the extra time it takes to be fair.
The same slot for everyone, whatever they showed, 7 h 30 across the ten.
Clear answers close in about ten minutes; the one on the line gets thirty. 4 h 58 goes back to the candidates.
Per interview, and in total. They read the shortlist, and nothing before it.
The marker is the point where more questions stopped changing the verdict. That is what ends the interview, not a timer, and not a question count.
illustrativeYou won’t re-review a single candidate. Ranked rows, a one-line verdict naming the bar they cleared, and a click-to-open log of every escalation and lifeline. Rejections that hold up under scrutiny, evidence, verbatim, on demand.
Cleared Screen Hard. Escalated twice; held up through both with senior-level depth.
Talyn is the step between “applied” and “worth an hour of your team’s time.” A link goes out with your job post; a shortlist comes back. Hiring managers read a verdict and its evidence on a shared link without an account, so nothing about your existing pipeline has to move.
Paste a job description. Talyn builds the screen and gives you a careers link to post anywhere you already post.
Candidates interview when they open the link. Nobody schedules anything.
A ranked shortlist, and a shareable verdict link per candidate for the hiring manager who has no account.
Machines take the floor.
Humans take the ceiling.
Talyn does the screening no one has time to do by hand, and hands the judgment back to a person, with the full picture, not a score.