Enterprise-grade hiring
at recruiter speed.
Rebecca runs the first-round interview for every candidate, at every level, across every BU, consistent, auditable, and fully integrated with your ATS, IdP, and compliance stack.
- SOC 2 Type II
- SSO + SCIM
- Deployed in private VPC
Key results
- Enterprise seats already running Rebecca
- 12k+
- From contract to SSO + SCIM production deploy
- 48 hrs
- Interviews scored, logged, and audit-ready
- 100%
The enterprise problem
At scale, the first round is where the bottleneck lives.
Before Rebecca
- Thousands of first-round calls every month, spread across hundreds of recruiters, each one interviews differently.
- Legal and D&I can't defend decisions made on ad-hoc scorecards and voice notes.
- Candidate experience is wildly uneven: some get white-glove, some wait three weeks.
- Time-to-hire slips every quarter and no one can pinpoint the drag.
With Rebecca
- One calibrated first-round interview, delivered the same way in every country and every BU.
- Every decision is logged, replayable, and aligned to a rubric your legal team approved.
- Every candidate gets their interview link within minutes, 24/7, and Rebecca conducts interviews in 70+ languages for global teams.
- TA leaders get a real-time dashboard, where reqs stall, why, and what to rebalance.
Enterprise-grade architecture
Drops into your stack, not on top of it.
Rebecca is a first-class citizen of your ATS, your IdP, and your audit trail. Security, InfoSec, and TA leadership sign off on the same deployment.
Your ATS
- Workday
- Greenhouse
- iCIMS
- SuccessFactors
- + 8 more
Rebecca · Core
- Candidate intake
- Voice interview engine
- Structured scoring
- Policy & bias guardrails
Deployed private VPC · 99.95% SLA
Your Security Stack
- Okta / Azure AD (SSO)
- SCIM user lifecycle
- DLP & retention policy
- SIEM audit stream
- + BYOK, region pinning
Compliance & assurance
- SOC 2 Type II
- GDPR
- EEOC-aligned
- ISO 27001
- SSO / SCIM
- Audit log
- Deployment
- 48 hrsSSO + SCIM live in a single sprint
- Decision auditability
- 100%Every interview scored, logged, replayable
- Scale
- 12k+ seatsGlobal enterprises running Rebecca today
Your deployment path
From signature to global rollout, in one quarter.
Integrate
Rebecca sits behind your SSO, speaks SCIM for lifecycle, and connects to Workday, Greenhouse, iCIMS, or SuccessFactors in a single sprint.
Calibrate
TA leaders co-design the scoring rubric with Rebecca, legal and D&I sign off on prompts, questions, and guardrails before a single interview runs.
Scale
From 200 reqs to 20,000 reqs, Rebecca runs the same consistent, bias-audited first round across every BU, every geo, every language.
Audit
Every decision is logged, replayable, and defensible. Legal, InfoSec, and compliance get a single source of truth, not scattered recruiter notes.
AI interviewer that integrates with the tools your team already uses.
Scored reports, full transcripts, coding submissions, and recordings, pushed to your ATS automatically. No CSV exports. No copy-paste. No new tab.
Candidate data syncs automatically, no manual data entry, ever
Rebecca AI doesn't replace your team. She strengthens your hiring pipeline.
Rebecca handles the part of the week that drains your team, running standardized first-round interviews, scoring them, and writing the report. Every candidate gets the same fair, consistent evaluation.
Your job gets better: more time on the conversations that actually close hires, the hiring-manager relationships, and the candidates who matter.
- micLive voice interviews, 24/7
- descriptionResume-aware, role-specific questioning
- codeBuilt-in coding challenges (20+ languages)
- insightsInstant scored reports with hire recommendation
- handshakeOffer strategy & negotiation
- groupHiring-manager partnership
- record_voice_overClosing conversations
- favoriteCandidate relationships that matter
Structured scoring.
Audited for bias.
AI hiring tools get scrutinized, as they should. Rebecca is built so your legal, HR, and DEI teams can review the same evidence your recruiters do.
Same rubric, every candidate
Structured scoring eliminates gut-feel drift. Every applicant is evaluated against the same criteria in the same order, no tired-Friday bias.
Ongoing bias audits
Adverse-impact checks across protected classes using the EEOC four-fifths rule. Quarterly reviews with auditable score logs.
Regulatory alignment
Built around EEOC fair-hiring guidance and GDPR/CCPA data handling. Candidates are informed and consent is logged.
Directional estimates from Rebecca AI customer deployments
Customer testimonial
I really value candidate submissions from Peterson Technology Partners with their AI screening videos – especially how they are able to adjust their line of questioning based on the candidate's answers. It provides additional insights into their candidates and gives our hiring managers something to work off of.
Frequently asked
questions.
Rebecca is a voice AI recruiter and 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.
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.
Yes. Rebecca is built around EEOC fair-hiring guidance, including adverse-impact checks against the four-fifths rule, with quarterly reviews and auditable score logs. On the data side, Rebecca follows GDPR and CCPA requirements, candidates are informed before every interview and their consent is logged. Rebecca is also SOC 2 and ISO 27001 certified, so your legal, HR, and DEI teams can review the same evidence your recruiters see.
Most AI recruiting software only handles one piece of the funnel like resume screening or chatbot scheduling. Rebecca runs the full first-round interview live: she reads the job description and resume, asks resume-aware, role-specific questions, runs built-in coding challenges across 20+ languages where relevant, and delivers a scored report with a hire recommendation, all within hours instead of weeks. She's also built to work inside the tools your team already uses rather than requiring a new system to learn.
Where a lot of AI hiring software stops at filtering resumes or scheduling calls, Rebecca conducts the actual interview: a live, adaptive voice conversation, not a form or a pre-recorded prompt. Every candidate is scored against the same rubric, so there's no gut-feel drift between the first interview of the day and the fiftieth. And unlike tools that treat compliance as an afterthought, Rebecca's scoring is bias-audited and built around EEOC and GDPR/CCPA requirements from the ground up.
Rebecca offers five tiers: Free Trial (free, 5 video interviews), Scout ($199/month, 30 video interviews, 1 user), Cohort ($399/month, 75 video interviews), Workforce ($699/month, 150 video interviews, 3 users, most popular), and Enterprise (custom). Annual billing offers a discount on all paid plans.
No. Unused video interviews do not roll over to the next billing cycle on any plan. Each billing period starts with your plan’s monthly interview allowance. The Free Trial includes 5 video interviews only and does not renew monthly.
On the Free Trial plan, your 5 video interviews are a one-time allowance and do not renew each month. Once you’ve used them, you can upgrade to a paid plan to continue interviewing. On paid plans, your interview allowance renews at the start of each billing cycle. If you use all of your available interview volume before then, you can upgrade to a higher-tier plan to continue interviewing. Enterprise customers can contact their account manager to discuss additional interview volume as needed.
Upgrades take effect immediately. You receive the new plan's monthly video interviews right away; unused interviews from your previous plan 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 allotment. Unused interviews from your previous plan do not roll over.
Every Rebecca interview includes a live voice conversation with the candidate. All paid plans include a coding assessment option 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: $1,990/yr ($166/month effective, vs $2,388 monthly). Cohort annual: $3,990/yr ($333/month effective, vs $4,788 monthly). Workforce annual: $6,990/yr ($583/month effective, vs $8,388 monthly).
If you cancel, access continues through the end of your contract period, no refunds are issued.
The Free Trial is permanently free with 5 video interviews, 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 interview away.
Sign up Monday. Be screening by Friday. No lock-in contracts. No technical setup.