Questions, answered plainly

Yes, and always. Candidates never pay Career1 for anything: not to practise, not to be vetted, not to appear in the talent pool and not to be contacted by a company. Companies pay for the interviews they run and for full access to profiles, and that is where the money comes from. The prices companies pay are public if you are curious.

They are two different things, deliberately. A practice interview is a private rehearsal: no video, no score, written feedback only, and no company ever sees it or knows it happened. The vetting interview is the real one: a single attempt, recorded, scored, and it becomes the profile companies can search. Practising neither helps nor hurts that score.

Once every seven days. A practice run asks the same kind of questions as the real vetting interview, so the rehearsal is worth having, and written feedback appears on your dashboard a moment after it ends. If your connection drops you can rejoin the same practice within 24 hours instead of losing your week to a dead microphone.

Once. There are no retakes, because the value to a company is that it is reading one interview nobody drilled against. Take it somewhere quiet with a working microphone, when you are ready. If the connection drops you can rejoin the same interview, and if it will not reconnect, email hello@career1.ai and we will reset it for you.

A spoken conversation with an AI interviewer, in your browser, about eight minutes long and capped at ten. It starts with your background, then digs into the specific skills on your resume, asking how and why rather than for definitions, and it follows up whenever an answer stays vague. You can interrupt it. It will not tell you how you did.

For the vetting interview, yes: it records audio and video, and the room says so before you start. A practice run asks only for your microphone, because no audio or video of it is recorded. Either way there is nothing to install and no slot to book, and both work in an ordinary browser on a laptop or a phone.

A name, an email address, a password, and your resume as a PDF, DOCX or TXT file up to 10 MB. Career1 reads it and builds a structured profile from it: headline, skills, tech stack, industries and years of experience. You see that profile before any interview and can upload a different resume if it read yours badly. Or try the free tools first, with no account.

Companies searching the pool see your name, headline, verification score, skills and industry. Opening your profile adds the summary and your rate expectation. Your contact details, resume, interview transcript and recording are shown only to companies on a paid plan or a trial. The sample report shows the shape of what they read, and the privacy policy sets it all out.

Yes, with one switch on your dashboard and no explanation owed to anyone. Hiding your profile drops it out of the pool search index immediately, so companies cannot list it or open it, and its resume and recording become a 404 for them. You can switch it back on whenever you like. Roles you apply to yourself are unaffected.

The report is written within about a minute. Your profile is marked verified, carries the score, and joins the pool that hiring companies can search unless you have hidden yourself. The report, the transcript and the recording stay in your own dashboard. Career1 is new, so how soon anyone gets in touch depends entirely on who is hiring. How getting vetted works walks the whole sequence.

No. There is nothing to pass or fail. The interview produces a score out of 100, a written summary, strengths, growth areas and a skill-by-skill ledger of what the conversation actually demonstrated, and your profile joins the pool whatever that score turns out to be. Companies searching the pool decide for themselves what fits the role they are filling.

It cannot promise one, and we will not pretend otherwise. Career1 is new: no company is hiring through it yet, so being in the pool means companies searching it can find you, not that a call is coming. What you do get today is one honest, recorded assessment of your skills that you keep and can point anybody at.

Yes, all of it. Your dashboard shows the score, the written summary, the strengths and growth areas, every claimed skill marked verified or not with the quote behind it, the full transcript and the video. Nothing in the assessment is hidden from you, and nothing is shown to a company that you cannot read yourself first.

Never. A practice run is not recorded on video, its feedback is stored on that run alone, and nothing about it touches your profile: not the score, not the headline, not your pool visibility, not the search index. A company cannot see that you practised, how often, or a word of what you said while you were rehearsing.

A current browser, a working microphone, a camera for the vetting interview, and a connection good enough for a voice call. Audio goes straight from your browser to OpenAI, so a stable connection matters more than a fast computer. Headphones help the interviewer hear you cleanly. Nothing is installed, and a phone works as well as a laptop.

Not yet. The interviewer speaks English, and will switch to simpler English if you ask, but there is no other language today and that is a real limit rather than a preference. If English is not your first language, practise first: the rehearsal is free, private, and asks the same kind of questions.

Email hello@career1.ai before you use your one attempt and tell us what would help. The interview is spoken, and each question appears as text on screen once the interviewer finishes saying it, but there is no captioning of your own speech and no written alternative today. We would rather arrange something by hand than have the format cost you the attempt.

Email hello@career1.ai from the address you signed up with and ask. There is no one-click delete in the dashboard yet, which is a gap rather than a policy. Hiding your profile is instant and takes you out of every company search straight away. The privacy policy explains your rights, and the terms set out what belongs to you and what is shared with a company you applied to.

It runs your first round. You post a role, every applicant takes the same spoken AI interview in their browser without booking anything, and you get a ranked shortlist: a score, strengths, risks, a recommendation, the transcript and the recording for each person. Nobody is rejected automatically. More detail on the AI recruiter page.

Through your own careers page. Every workspace gets a branded page with your logo and colour, and each role gets an application page asking the fields you choose, including your own screening questions. Applying starts the interview: the applicant is emailed a link, valid for seven days, and can take it at any hour without booking a slot with anyone.

An executive summary, a match percentage against that specific job, an overall score, a hire recommendation, and five scored dimensions: technical depth, communication, problem solving, experience fit and culture fit. Then a ledger of claimed versus demonstrated skills with quotes, strengths, risks, missing skills, and questions to ask next. Read a full example.

About eight minutes, hard capped at ten, and nobody from your team is on the call. The AI interviewer asks the questions, adapts to the answers and closes the conversation itself. You read the result afterwards, which is the whole point: screening two hundred applications properly is about thirteen hours that no team actually spends.

The free plan vets 2 candidates a month with no card, forever. Starter is $49 a month for 25 candidates, Pro is $99 for 60, and Max is $199 for 150. Scored reports, transcripts and recordings are included at every tier, including the free one, so results are never paywalled. Live numbers are on the pricing page.

Yes: seven days of Starter, covering up to 5 interviews and one talent-pool unlock. It needs a card and converts automatically on day seven, so cancel inside the window if you do not want it and you are not charged. If you would rather not hand over a card at all, the free plan needs none and does not expire.

Your active jobs pause automatically, rather than quietly letting people apply into nothing, and they come back on by themselves when the allowance renews or you move up a plan. Only jobs Career1 paused are restored, so a role you paused deliberately stays exactly as you left it.

Active jobs, recruiter seats and talent-pool unlocks. Starter allows 10 active jobs, 5 seats and 25 unlocks a month; Pro 25, 10 and 60; Max 60, 25 and 150. The free plan allows one active job and two seats. The voice interview is the only part with real per-use cost, which is why volume is what the tiers meter.

The pool is people Career1 vetted who did not apply to you. Any plan can search it and read the teaser: name, headline, score, skills and industry. Spending an unlock on a profile reveals the contact details, the resume, the interview transcript and the recording. The free plan has no unlocks, so it can browse but not open anyone.

No, and it is worth being blunt about it. An ATS organises hiring: requisitions, stages, records, scheduling, reporting. Career1 evaluates people by interviewing them and hands you a shortlist. It has a careers page, application forms and a simple pipeline, and nothing beyond that. ATS or AI interviewer works through which one a team needs.

Not at the time of writing. Career1 does not sync with any ATS. Teams running both send applicants for a role to their Career1 job page, where applying starts the interview, then move the shortlisted people into the ATS by hand. If your volume would make that copying painful, that is a real cost to weigh before you start.

No. It scores, ranks and recommends; every stage change is made by somebody on your team. There is no threshold that screens applicants out and nothing is rejected on your behalf. The report carries the transcript and the recording precisely so a conclusion you disagree with can be checked in about ninety seconds rather than taken on trust.

Yes. Each job has its own application form and you choose what it asks beyond the built-in fields, including screening questions of your own. You can also have AI draft the description and requirements from the job title and a few notes and then edit them, which is usually faster than starting at an empty box.

Anybody you invite into the workspace, up to your plan's seat limit. Roles run from hiring manager through recruiter and admin to owner, and the more sensitive actions need a higher one, but reports, transcripts and recordings are for the hiring team as a whole. Invite deliberately: a recording of a candidate is sensitive material.

There is no fixed period yet. A recording stays while the workspace that holds it exists, or until the candidate or the company asks us to delete it, as the privacy policy sets out. If your own policy requires a retention period, ask us before you start rather than after. Career1 does not sell candidate data and trains no models on it. Session replays of our public pages are separate, and deleted automatically after 30 days.

Not today, beyond sending them your job page and letting them apply, which does start the interview. There is no way to import a candidate list or mail an interview link to a person with no application behind it. For one hire that is a small ask; for a bulk list of sourced candidates it is a genuine limitation.

No scheduling, no software, no cost to them, and the room is labelled as an AI interview before they start. They get their own link, seven days to use it, and can take it from a phone at whatever hour suits. People who apply to your role are never added to Career1's separate talent pool.

On Career1 a language model reads the transcript, the resume and the job, then writes a structured report: scores out of 100 on named dimensions, a match percentage and a recommendation. Each score carries a rationale citing what the person actually said. It reads words, not delivery. AI interview questions walks through how answers are judged.

Faces, expressions, eye movement, tone of voice, accent, your background or the quality of your camera. The video is recorded so that a person can watch it, not so that software can measure it. Nothing scores your appearance or your room. What is judged is the content of the answers and whether the resume holds up under questioning.

Any system that ranks people can encode bias, whether it is software or a tired recruiter on their fortieth resume. The honest claims are narrow ones: every applicant for a role gets the same structure and the same criteria, no score decides anything by itself, and every conclusion has a transcript behind it. Career1 does not claim to be bias-free.

Career1 does not watch your screen, count your windows or claim to detect a second device. What exposes a read-aloud answer is the follow-up: the interviewer asks how and why, digs into a named project, and pushes when an answer sounds polished but thin. The recording is there for a human to watch afterwards as well.

On the hiring side, yes: the team reads the shortlist and makes every decision, with the transcript and recording sitting next to the score so they can check it. Career1 itself does not review individual reports or grade them by hand. Nobody at Career1 decides whether a candidate is hired, and nothing is decided by the score alone.

Not on Career1. There is no score threshold that screens anyone out, no automatic rejection, and a person moves every application forward or does not. Other products work differently, and in some places an automated decision brings legal obligations with it, so it is a fair question to put to any vendor before you believe the answer.

Yes. The room says it is an AI interview before you start, it tells you the vetting interview is recorded, and if you ask the interviewer outright whether it is an AI it confirms it and carries on. Some laws require exactly that disclosure, and it would be the right way round even where they do not.

It covers automated employment decision tools used to screen candidates for jobs in New York City. In outline: a bias audit within the year before use, published results from that audit, and notice to candidates beforehand. The authority is the city Department of Consumer and Worker Protection, which publishes the rules and guidance.

Where AI evaluates a video interview, an Illinois employer must explain how the AI works and what it looks for, obtain consent before using it, limit who the video is shared with, and destroy copies within 30 days of a request. The statute is published by the Illinois General Assembly.

It lists AI used in employment, including systems that filter applications or evaluate candidates, among the high-risk uses in Annex III, which brings obligations for the provider and for the employer deploying it. The text is on EUR-Lex. Its obligations phase in over several years, so check which dates apply to you.

We will not claim that, because it depends on where you hire, what you do with the output, and duties that fall on you as the employer rather than on us. What we can tell you is what the product does: one structure for every applicant, no automatic rejection, evidence under every score. Ask your own counsel what applies to you.

No, and a vendor promising that is selling something else. It replaces the first pass, which in practice is forty resumes skimmed and the rest ignored. The rounds where a person judges judgement, teaches, negotiates and sells the job are the ones worth a human calendar, and those stay exactly where they are.

Two audiences on one platform. Small hiring teams with no recruiting function, and teams that get more applications than anybody can read. And job seekers, who practise free, get vetted once and are found rather than applying into silence. The about page describes both sides, including what Career1 does not do.

New. The product runs end to end, the free tools and interview guides are live, and the AI interview works, but no company is hiring through Career1 yet and the job board is empty. We would rather say that plainly than imply a busy marketplace. It is also why vetting is free for candidates and the free plan needs no card.

Companies pay a monthly subscription for a number of AI interviews and for full access to vetted profiles. Candidates pay nothing, at any point, for anything. The voice interview is the only part of the product with a real per-use cost, which is why interview volume is what the plans meter rather than the number of seats.

The conversation runs on OpenAI realtime voice models, connected straight from the candidate browser, so the live audio goes to OpenAI rather than through Career1 servers. The recording, video with both voices, is uploaded to Career1 and stored on Amazon S3; video never goes to OpenAI. The report is written afterwards from the transcript. Career1 trains no models of its own, and OpenAI states that API data is not used to train its models.

Yes, three ways. Read a complete sample report for a fictional applicant. Use the free tools with no account, such as the ATS resume checker. Or read the interview questions hub, which sets out what gets asked and what a strong answer shows.

The help agent in the corner of every page answers immediately, and when something needs a person it reaches one and we email you back. You can also email hello@career1.ai directly, or open the contact page. There is no phone line and no sales call to sit through before you can use the product.

It is not an applicant tracking system and does not sync with one. It does not source or message candidates for you, does not reject anybody, does not score faces or voices, and does not handle payroll or contracts. It interviews the people who apply to you, vets job seekers who arrive on their own, and shows the evidence for both.