AI interview cockpit for recruiters

Better questions. Better hiring signal.

TalentCue turns job descriptions and resumes into structured interview guides, live follow-up cues, evidence tracking, and clear hiring summaries.

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Built for recruiters, hiring managers, and recruitment teams.

Recruiter workspace

Backend Developer Interview

Alex Martin | 32:14 | Candidate call in progress

Live interview Guide active

Guide progress

2/4 sections covered

Background

Covered

Technical depth

Active

Ownership

Motivation

Later

Live transcript

Auto notes on

Alex Martin

32:14

"I led the FastAPI redesign and worked with platform on the release plan."

FastAPI proof

Alex Martin

32:31

"We migrated a large service from MySQL to PostgreSQL last year."

Verify PostgreSQL

Live cue

Clarify personal ownership on the migration.

Why: PostgreSQL is required, but the candidate used 'we' without explaining their contribution.

"We migrated a large service from MySQL to PostgreSQL last year."

Ask laterMark askedAdd note

Evidence Tracker

4 signals

Python backend

Proven

PostgreSQL

To verify

Ownership

Risk

Communication

Strong signal

Scorecard draft

Markdown ready

Technical depth

3/4

Strong API signal; database depth still open.

Ownership

Needs follow-up

Ask for the exact migration decision they made.

Summary draft: strong backend signal; clarify PostgreSQL ownership before the next round.

PDF ready Next questions

Problem

Most interviews are less structured than they look.

Recruiters often have to read the resume, follow the conversation, take notes, evaluate skills, manage time, and prepare feedback all at once.

Forgotten questions

Key questions get forgotten.

Role requirements, resume details, timing, and note-taking compete for attention while the conversation keeps moving.

Vague answers

Answers stay vague.

Candidates often mention tools or projects without clarifying depth, scope, ownership, or impact.

Memory gap

Feedback relies too much on memory.

After the call, teams reconstruct evidence from partial notes instead of comparing consistent proof points.

Solution

TalentCue keeps the interview focused on evidence.

The product supports the recruiter before, during, and after the conversation without replacing judgment.

Prepare

Turn context into a guide.

Upload the job description and resume. Get a structured interview guide tailored to the role and candidate.

Guide

Ask sharper follow-ups.

Receive contextual cues during the conversation so you know what to ask next and why it matters.

Document

Leave with evidence.

Track evidence, complete the scorecard, and export a clear summary for the hiring team.

How it works

From resume to scorecard in one workflow.

A single flow connects preparation, live interviewing, evidence tracking, and post-interview documentation.

Step 01

Upload the job description and resume.

TalentCue reads the role requirements and candidate context before the conversation starts.

Step 02

Generate the interview guide.

Questions, competencies, and evaluation criteria are organized into a structured flow.

Step 03

Run the interview with contextual cues.

Live follow-ups help clarify claims, ownership, technical depth, and communication signals.

Step 04

Export the evidence-based summary.

After the interview, TalentCue assembles proof points, risks, next questions, and a readable scorecard.

Post-interview output

Turn the conversation into a reviewable hiring summary.

After the call, TalentCue organizes evidence, cited proof, scorecard notes, and next-round questions into an editable workspace. The output is ready to export, but the recruiter stays in control of the final decision.

Post-interview workspace

Backend Developer Summary

Alex Martin | Completed today | Human review required

Summary ready Markdown export

Candidate summary

Strong backend candidate with clear API ownership and structured communication. The interview produced reliable evidence for FastAPI delivery, while PostgreSQL depth and personal ownership on the migration should be clarified before a final recommendation.

Proven

To verify

Risk

Recommendation draft

Move forward with focused follow-up.

The evidence supports a positive next step, but the recruiter should verify database ownership before sharing a final hiring recommendation.

Editable No auto decision ATS-ready copy

Evidence Tracker

Reviewed

Python backend

Proven

Owned the FastAPI redesign and explained production tradeoffs.

PostgreSQL

To verify

Migration mentioned, but contribution still needs one example.

Ownership

Risk

Several answers used 'we' when describing delivery decisions.

Communication

Strong signal

Clear, structured explanations under follow-up questions.

Cited proof

"I led the FastAPI redesign and worked with platform on the release plan."

"We migrated a large service from MySQL to PostgreSQL last year."

Scorecard draft

Technical depth 3/4

Strong API evidence; database depth needs confirmation.

Ownership Needs follow-up

Ask for one migration decision they personally made.

Communication Strong

Explains tradeoffs clearly and adapts to the interviewer.

Next round questions

01 Describe a PostgreSQL schema decision you personally made.

02 Compare two backend reliability tradeoffs from production incidents.

03 Clarify where your ownership stopped and the platform team's began.

Export summary Copy to ATS

Evidence Tracker

Know what is proven, claimed, or still missing.

TalentCue helps recruiters separate impressions from evidence. Each key competency is tracked throughout the interview, so you know exactly what has been validated and what still needs clarification.

Validated

To clarify

Python backend

Described FastAPI API ownership and tradeoffs in production.

Status evidence collected during the interview.

Proven

PostgreSQL

Mentioned a migration, but did not explain personal contribution.

Status evidence collected during the interview.

To verify

Ownership

Used 'we' repeatedly when describing delivery and decisions.

Status evidence collected during the interview.

Risk

Communication

Explained tradeoffs clearly and adapted depth to the interviewer.

Status evidence collected during the interview.

Strong signal

Live cues

Follow-up suggestions that explain why.

TalentCue does not interrupt the conversation with generic prompts. It highlights what needs clarification and connects each cue to the role requirements.

Candidate moment

We migrated a large service from MySQL to PostgreSQL last year.

Cue

Ask what part of the migration they personally owned.

Why

PostgreSQL is required for the role, but the answer does not yet prove depth or ownership.

Summary

A post-interview synthesis your team can actually use.

TalentCue turns live notes and tracked evidence into a structured summary: strengths, watch points, proof collected, next questions, and a recommendation written for humans to review.

Strengths

Clear explanation of backend tradeoffs.
Concrete FastAPI ownership with production context.
Strong communication under follow-up questions.

Watch points

PostgreSQL depth needs one more concrete example.
Ownership boundaries should be clarified with the team lead.

Next round questions

Ask for a schema migration decision they personally made.
Compare API reliability tradeoffs across two incidents.

TalentCue documents the interview. It does not make an automatic hiring decision.

Use cases

Built for real recruiting conversations.

TalentCue is designed for the people who need better signal without adding process-heavy enterprise tooling.

Independent recruiters

Prepare faster, report better.

Ask sharper questions and deliver candidate reports that are easier for clients to trust.

Recruitment agencies

Standardize client-ready summaries.

Create a consistent interview method across consultants without slowing down live conversations.

Hiring managers

Run structured interviews.

Follow a clear guide even without formal recruiting training, then share evidence with the team.

Internal talent teams

Improve hiring documentation.

Build more consistent scorecards and better-documented decisions across recurring hiring loops.

Ethics

AI assistance, human decision.

TalentCue helps you prepare, ask better questions, document evidence, and produce clearer feedback. The recruiter stays in control.

No automatic hiring decision.

No opaque candidate score.

No emotion detection.

No surveillance positioning.

Resources

Templates for structured hiring.

Early access includes practical resources for interview guides, scorecards, evidence tracking, and post-interview summaries.

Template

Structured interview guide

Start from a role-specific guide instead of a blank page before each candidate call.

Join early access

Template

Evidence tracker template

Separate proven skills, claims to verify, missing evidence, and risk signals.

Join early access

Template

Scorecard starter

Align the team on competencies before the interview and document outcomes after it.

Join early access

Template

Post-interview summary

Turn notes into a clear narrative with strengths, watch points, evidence, and next questions.

Join early access

Pricing preview

Simple pricing for recruiters and teams.

Indicative early access pricing, designed around recruiter usage rather than heavyweight enterprise procurement.

For testing TalentCue

Free

0 €/month

A simple way to try structured interviews with a small monthly quota.

3 interviews/month
1 user
Interview guide
Simple scorecard
Markdown export

Join early access

Main plan

For independent recruiters

Pro

49 €/month

The main plan for professionals who run interviews regularly.

50 interviews/month
Evidence Tracker
Live follow-up cues
Complete summaries
PDF and Markdown export

Join early access

For small teams and agencies

Team

199 €/month

Shared methods, templates, and client-ready outputs for small recruiting teams.

5 users included
250 interviews/month
Shared scorecards
Team templates
Client-ready exports

Join early access

Prices are early access indications. Enterprise complexity is intentionally out of scope for the first version.

FAQ

Clear answers before early access.

TalentCue is positioned as a responsible recruiting workspace: practical, transparent, and controlled by the recruiter.

Does TalentCue replace the recruiter?

No. TalentCue helps recruiters prepare, structure, and document interviews. The final decision remains human.

Does TalentCue work during a video call?

TalentCue is designed as a private interview workspace that can be used alongside your video conferencing tool.

Should the candidate be informed?

Recruiting teams should follow their internal policies and applicable privacy laws. TalentCue is designed to support transparent and responsible use.

Does TalentCue integrate with ATS tools?

ATS integrations are planned. The first version focuses on guides, evidence tracking, summaries, and exports.

Is TalentCue made for technical interviews?

Yes, but not only. TalentCue can support technical, sales, product, customer success, operations, and general business interviews.

Early access

Run your next interview with better signal.

Join the early access list and test TalentCue with your next job description and candidate resume.

Early access focuses on the core workflow: interview guide, Evidence Tracker, live cues, and summary. Join to help shape a recruiter-first product before the wider release.

Early access

Request access through the official form.

The early access form is hosted on Tally so submissions are collected reliably while the first testing cohort is assembled.

Get early access