AI Interviewer.

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.

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.

See full pricing details →

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.

On the free Free Trial plan, your 5 video interviews 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 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.

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.