Traditional recruitment chatbots can schedule interviews and answer basic questions, but they can't interview candidates. Talview's Ivy changes that it's the first AI interviewer that conducts real, adaptive conversations to evaluate talent at scale.
The recruitment industry is flooded with "AI-powered" chatbots that promise to revolutionize hiring. But scratch beneath the surface, and you'll find they're essentially digital forms with conversational interfaces.
Rigid, Rule-Based Interactions Traditional chatbots operate on decision trees - if a candidate says X, ask Y. They can't deviate from scripts or understand context. When a candidate gives an unexpected answer, the bot either gets confused or forces them back to predetermined paths.
Zero Understanding of Response Quality A chatbot might ask "Tell me about your leadership experience," but it can't distinguish between a thoughtful, specific example and a generic, rehearsed answer. Both responses get the same treatment - passed along to human reviewers.
No Conversational Depth Real interviews involve probing, clarifying, and building on previous answers. Chatbots treat each question as isolated, missing opportunities to dive deeper into promising responses or clarify vague ones.
Candidate Frustration Candidates quickly recognize they're talking to a basic script. The experience feels impersonal and transactional—more like filling out a form than having a conversation about their career.
Limited Recruiter Value After all the "AI" interaction, recruiters still receive raw transcripts or basic keyword tags. The promised efficiency gains evaporate when humans must manually analyze every conversation anyway.
The result? Most recruitment chatbots become expensive scheduling tools that create more work, not less. They screen out candidates but don't evaluate talent - leaving the heavy lifting to already overwhelmed hiring teams.
Ivy isn't a chatbot with interview questions added on - it's designed from the ground up as an AI interviewer. Built on advanced language models and Talview's hiring science, Ivy conducts structured, adaptive conversations that evaluate candidates.
The process:
Everything happens asynchronously, eliminating scheduling bottlenecks while maintaining interview depth.
Ivy adapts in real-time based on candidate responses. If someone gives a vague answer about leadership experience, Ivy automatically probes deeper: "Can you walk me through a specific situation where you had to motivate an underperforming team member?"
Regular chatbots would simply move to the next pre-written question, missing critical evaluation opportunities.
Example conversation flow:
While chatbots collect responses for human review, Ivy evaluates as it interviews. Every candidate's answer gets scored against role-specific competency frameworks - communication skills, problem-solving ability, cultural fit, and technical knowledge.
This means recruiters receive structured insights immediately, not raw transcripts to analyze manually.
What you get:
One-way video interviews feel impersonal and don't allow for clarification or follow-ups. Ivy creates genuine two-way conversations that happen on the candidate's schedule.
Candidates can take time to think, ask for clarification, and engage naturally - while Ivy maintains consistent evaluation standards across all interactions.
Benefits for candidates:
Benefits for recruiters:
Unlike rigid chatbot templates, Ivy adapts to your specific hiring approach - behavioral interviews, technical assessments, or cultural fit evaluations.
Key customization options:
Ivy amplifies recruiter effectiveness rather than replacing human judgment. It handles structured interviews at scale, freeing hiring managers for strategic decisions and final-round conversations.
Modern hiring teams face unprecedented challenges:
Ivy addresses each of these pain points:
Ivy is currently in pilot with select customers, seeing significant results:
Ready to move beyond basic recruitment automation?
Next steps:
The future of hiring combines AI intelligence with human insight—and it starts with actual interviewing, not just chatbot screening.