Meet Quizzy
AI agent Quizzy is the friendly face of your recruitment strategy. Quizzy automatically engages each new candidate with screening questions and first-round interviews, then prepares them for what to expect next.
Watch this 4-minute video to learn more about Quizzy
See How Quizzy Works
Quizzy takes care of the repetitive, early-stage work for each vacancy, so that your team can focus on comparing the best candidates for the role.
Auto-Screen Your Vacancy Pipeline
Quizzy screens each person the moment they apply, so that only genuine, qualified candidates make it to the human review stage.
- Filter Out SpamQuizzy asks early screening questions to quickly filter out low-effort or spam applications, to ensure only real, genuine candidates make it as far as your human review stage.
- Reject Unqualified ApplicantsQuizzy looks at the minimum qualifications, licences, or years of experience you expect from your candidates, and then gently rejects any who don't meet your criteria.
Interview, Score and Rank Your Applicants
Set up questions, score criterias, and weightings, and let Quizzy conduct your first-round interviews to deliver a ranked shortlist.
- First-Round InterviewsQuizzy asks early interview questions set by you or your hiring managers, then reviews each answer and scores them against the job role's criteria.
- Auto-Rank CandidatesQuizzy ranks qualified applicants based on their interview answers, as well as their relevant skills, qualifications, and how much transferable experience they seem to have.
- Customisable CriteriaTell Quizzy which screening questions to ask, what your minimum acceptance criteria looks like, and the importance weighting of certain skills vs others, for each vacancy.
- Curated ShortlistsEach successful early applicant is fed back into your ATS pipeline, giving hiring managers a clear and carefully curated shortlist of high-potential applicants to review.
Build an Engaging Recruitment Pipeline
Quizzy stays in touch with candidates at every stage to let them know what's happening, and captures feedback to help you improve your process.
- Keep People EngagedQuizzy improves your brand's reputation by guiding candidates through the early stages of their job application instantly, rather than leaving them waiting days for a response.
- Capture Exit FeedbackQuizzy asks exit questions to gain feedback from rejected candidates, to help you improve your recruitment process and learn from every candidate, not just the successful ones.
- Human-Like ExperienceQuizzy gives each candidate an experience that feels personal and meaningful, even if their application was not successful, with well-explained decisions and feedback.
Meet Quizzy in Person!
Share your contact details and one of our HR experts will be in touch to show you how to power-up your recruitment process by adding Quizzy to your team of agents!
Common questions
Quizzy is an AI recruitment agent within Sense HR that automatically screens job applicants, runs a structured first-round interview, and produces a ranked shortlist for hiring managers. It engages each candidate from the moment they apply, filtering out spam and unqualified applications before a human reviewer gets involved.
When someone applies for a role, Quizzy asks a set of screening questions defined by the employer and checks the answers against the vacancy's minimum criteria, such as required qualifications, licences, or years of experience. Applicants who meet the criteria move on to a first-round interview with Quizzy; those who don't are declined automatically.
Yes. Employers set their own screening questions, minimum acceptance criteria, and the weighting given to specific skills or experience, for each vacancy individually. Quizzy applies these consistently to every applicant for that role, so candidates are compared like-for-like.
No. Quizzy can automatically decline applicants who fail minimum screening criteria and explain why, but for candidates who pass screening and interview, Quizzy produces a ranked, scored shortlist. The hiring manager reviews that shortlist and makes the final decision.
Rejected candidates receive an explanation of why they did not proceed, rather than being left without a response. Quizzy also asks exit questions to gather feedback from unsuccessful candidates, which recruiters can use to improve future vacancies.
A standard ATS stores and organises applications but generally does not interact with candidates itself. Quizzy actively engages each candidate, asking screening and interview questions, scoring their answers, and producing a ranked shortlist, before handing that shortlist back into the ATS pipeline for human review.
Yes. Quizzy sits within Sense HR's wider ATS Expert recruitment agent, feeding each screened and interviewed applicant back into the vacancy pipeline, where hiring managers can review the ranked shortlist alongside the rest of their recruitment data.
AI screening is most commonly used by employers who receive a high volume of applications per vacancy, such as retail, hospitality, warehousing, logistics, and other high-volume frontline sectors, where manually reading every CV and running every first-round interview would take significant recruiter time.
AI candidate screening is the use of software to review job applications, ask candidates screening or interview questions, and score their answers against a role's criteria, before a human recruiter gets involved. It is typically used to reduce the time recruiters spend manually reading CVs and conducting first-round interview calls.
Common approaches include setting clear minimum criteria before a vacancy goes live, using pre-screening questions to filter out applicants who don't meet basic requirements, and using AI tools to conduct first-round interviews automatically so only qualified candidates reach a human interviewer.
A first-round AI interview is a structured set of interview questions, usually written or set up by the hiring manager, that a candidate answers before speaking to a person. The AI reviews the answers and scores them against the role's criteria, so recruiters only need to interview candidates who have already been assessed as a good fit.
Employers commonly use early screening questions, such as availability, right to work, or basic qualification checks, to filter out spam and low-effort applications before they reach a human reviewer. Automating this step means genuine applicants get a faster response and recruiters spend their time on real candidates.