Frequently asked
questions.
Rebecca is a voice AI recruiter — an agentic AI interviewer that conducts structured voice interviews with live camera and optional screen recording. She uses job-specific prompts, checks technical skills, soft skills, and communication ability, and scores candidates in real time.
Bottom line: She helps hiring teams put their focus on the top fits.
Rebecca can be deployed within one week. Most recruiting teams begin screening candidates within days of going live—immediately reducing manual workload while maintaining interview quality.
Rebecca excels at evaluating soft skills. Using advanced conversational analysis, she measures speech patterns, response structure, and engagement quality during interviews—giving you comprehensive soft skill assessments that complement technical evaluations.
Set up an interview in the dashboard — enter candidate info, upload a resume, toggle features like the coding challenge or anti-cheat. Share the generated interview link with the candidate. When they finish, you get a scored report back with a full transcript, coding submission, audio playback, and a Good Fit / Fair Fit / Poor Fit recommendation.
Yes. By design. Rebecca clearly identifies herself as an AI interviewer at the beginning of each interaction. She maintains high ethical standards while building candidate trust through transparency and honesty.
Most candidates appreciate the consistency and bias-free evaluation process that's provided.
Rebecca breaks open critical recruitment bottlenecks: the first-round interview backlog, inconsistent evaluation between interviewers, and the 24/7 availability problem for global candidate pools. Recruitment leaders use it to free their team from first-round screens while keeping every candidate on the same fair rubric.
Yes. Rebecca integrates seamlessly with top ATS systems including Workday and Greenhouse. Using secure APIs, she syncs candidate profiles, interview results, and scoring data to your existing recruitment workflows automatically. No manual data entry required.
No. Rebecca is additive to your team — not a replacement. She runs the structured first-round screen — voice interview, coding challenge, scoring, and report — so your team spends its time on final rounds, hiring-manager partnership, and offers.
Your recruiters keep what they're great at: offer strategy, hiring-manager partnership, negotiation, and the relationships that actually close hires.
Rebecca offers five tiers: Single Hire (free, 5 one-time credits), Scout ($249/month, 20 credits, 1 user — includes rollover), Cohort ($499/month, 50 credits), Workforce ($799/month, 100 credits — most popular), and Enterprise (custom). Annual billing offers a discount on all paid plans.
One interview credit lets Rebecca conduct a single full first-round voice interview with a candidate — including scoring and a detailed report. Credits are consumed when you generate the interview in the dashboard, not when the candidate finishes.
- Standard voice interview: 1 credit
- Voice interview with coding question: 2 credits
- Coding-only interview: not available — voice participation is always required.
Once generated, the credit is used — even if the candidate never completes the interview.
Yes, for paid plans. At the end of each billing cycle, 50% of your unused credits carry forward to the next month. The free Single Hire tier includes 5 one-time credits only — no rollover and no monthly renewal. Each paid tier has a maximum balance cap equal to 2× its monthly allotment — Scout caps at 40, Cohort at 100, Workforce at 200. Once you reach the cap, additional rollover is not added until your balance drops below it.
Your account can never hold more than 2× your plan's monthly credit limit at any time. This ensures credits are used for active hiring cycles rather than accumulated indefinitely — and helps keep pricing sustainable for all customers. You never lose credits you've already earned through rollover while your balance remains below the cap.
On the free Single Hire plan, your 5 credits are a one-time allotment — they do not renew each month. Once you've used them, upgrade to a paid plan to continue interviewing.
On paid plans, you can wait for your monthly allotment to renew at the start of your next billing cycle, or upgrade to the next tier immediately to continue interviewing. There is no option to purchase additional credits à la carte on standard plans.
Enterprise customers are the exception — your account manager can arrange manual credit top-ups as needed.
Upgrades take effect immediately. You receive the new plan's monthly credits right away; unused credits from your previous paid plan may roll over up to 2× that plan's monthly limit. Free-tier credits do not roll over. Downgrades take effect at the start of your next billing cycle. When the lower plan starts, you receive a fresh monthly credit allotment — credits from your previous plan do not roll over.
Every Rebecca interview includes a live voice conversation with the candidate. Workforce and Enterprise customers can optionally enable a coding question within the session — adding a live problem-solving component. This costs 2 credits instead of 1. There is no text-only or coding-only interview option.
Every completed interview generates a scored report covering communication clarity, technical depth (where applicable), response quality, and a summary recommendation of Good Fit / Fair Fit / Poor Fit. Reports are available the same day the interview completes and are accessible to all users on your account.
Annual plans are billed as a single upfront payment at a discounted rate compared to monthly billing.
- Scout annual: $2,748/yr ($229/month effective, vs $2,988 monthly)
- Cohort annual: $5,388/yr ($449/month effective, vs $5,988 monthly)
- Workforce annual: $8,388/yr ($699/month effective, vs $9,588 monthly)
Credit allotment and rollover rules remain identical. If you cancel, access continues through the end of your contract period — no refunds are issued.
The Single Hire plan is permanently free with 5 one-time interview credits — no credit card required. It's designed to let you experience Rebecca's full voice interviewing, scoring, and reporting capabilities before committing to a paid tier. For larger pilots or a custom Enterprise demo, reach out to the team directly.
Your next great hire
is one conversation away.
Sign up Monday. Be screening by Friday. No lock-in contracts. No technical setup.