Question 1

How does Rebecca work as an AI interviewer?

Accepted Answer

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. She helps hiring teams put their focus on the top fits.

Question 2

How do I begin using Rebecca in my hiring process?

Accepted Answer

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.

Question 3

How can Rebecca measure soft skills like communication and confidence?

Accepted Answer

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.

Question 4

Will candidates know they're being interviewed by AI?

Accepted Answer

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.

Question 5

What hiring challenges does Rebecca solve for recruiting teams?

Accepted Answer

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.

Question 6

Can Rebecca integrate with our ATS or existing recruitment technology?

Accepted Answer

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.

Question 7

Is Rebecca's AI hiring software compliant with GDPR/EEOC?

Accepted Answer

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.

Question 8

What makes Rebecca different from other AI recruiting software?

Accepted Answer

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.

Question 9

How does Rebecca compare to other AI hiring software?

Accepted Answer

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.

Question 10

How much does Rebecca cost?

Accepted Answer

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. See the pricing section for full details.

Question 11

Do unused video interviews roll over?

Accepted Answer

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.

Question 12

What happens if I use all of my interview volume?

Accepted Answer

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.

Question 13

Can I upgrade or downgrade my plan at any time?

Accepted Answer

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.

Question 14

What is the difference between a voice interview and a voice + coding interview?

Accepted Answer

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.

Question 15

What does the Intelligent Scoring Report include?

Accepted Answer

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.

Question 16

How does annual billing work?

Accepted Answer

Annual plans are billed as a single upfront payment at a discounted rate compared to monthly billing. For Scout, that is $1,990/year ($166/month effective, vs $2,388 monthly). For Cohort, that is $3,990/year ($333/month effective, vs $4,788 monthly). For Workforce, it is $6,990/year ($583/month effective, vs $8,388 monthly). If you cancel, access continues through the end of your contract period, no refunds are issued.

Question 17

Is there a free trial for paid tiers?

Accepted Answer

The Free Trial is permanently free with 5 video interviews, no credit card required. It is designed to let you experience Rebecca's full capabilities before committing to a paid tier. For larger pilots or a custom Enterprise demo, reach out to the team directly.

Choose your plan

Free Trial

Scout

Cohort

Workforce

Enterprise