Welcome to the Braintrust AIR help center section. Use this index to navigate all AIR-related resources, organized by topic.
Foundational resources for new users and candidates.
Guides for creating, editing, and managing jobs, interviews, and retake settings.
Customization options for messaging, language, accessibility, and more.
👤 Customizing Intro and Outro Messages for AI Interviews (FAQ)
📝 How to Add an Accessibility Disclaimer to Candidate Interview Invites
Resources for inviting candidates, running interviews, and evaluating talent.
Regulatory, privacy, and operational documentation.
Everything related to administrative controls, roles, and marketplace access.
Deep-dive resources on ethical AI use, fairness, and risk mitigation.
Your dashboard gives you a high-level overview of your hiring activity and helps you stay on top of where candidates are in your process.
\nActive Jobs
See all jobs that are currently open and actively searching for candidates.
Total Interviews
Track the total number of completed interviews across all active jobs.
Unique Candidates
View the total number of individual candidates who have applied across all jobs.
Below your metrics, you’ll find a list of all interviews that have been completed and are awaiting review.
\nIn this section, you’ll see:
\nCandidate Name
\nOverall Score
\nVideo Interview Link
\nJob Title
\nMost Recent Submissions at the Top
\nAction Options (Advance, Hire, or Reject)
\n\n\nTo learn how to review candidates in more detail, visit our How to Review Applicants guide.
\n
This view is designed to help you quickly assess where each applicant stands and take action to move your hiring process forward.
\n\n"},{"id":33848881837591,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/33848881837591.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/33848881837591-1-2-AIR-is-Your-Recruiting-Co-Pilot-Not-a-Replacement","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":2,"vote_sum":0,"vote_count":0,"section_id":31351958244631,"created_at":"2025-07-31T15:03:57Z","updated_at":"2026-01-27T19:22:11Z","name":"1.2 AIR is Your Recruiting Co-Pilot — Not a Replacement","title":"1.2 AIR is Your Recruiting Co-Pilot — Not a Replacement","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T17:57:43Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"
AIR isn’t here to replace recruiters. It’s here to eliminate repetitive tasks, surface better candidates, and give you back your time so you can focus on what you do best: building relationships with top talent and closing them faster.
Traditional resume screening can overlook great candidates. AIR helps you unlock overlooked talent by:
📊 Motley Fool cut recruiter time per hire from 482 minutes to 42 minutes — a 78% savings — while surfacing high-quality candidates faster.
Recruiters lose time chasing candidates who can only interview during business hours. With AIR:
📊 Help at Home saw 35% of candidates complete interviews off-hours and reduced time-to-offer from 10+ days to just 1.4 days.
Why waste time on unqualified applicants? AIR lets you:
📊 Adecco recruiters went from conducting 5 interviews/day to reviewing 50 AIR scorecards/day — a 10x productivity boost while cutting recruiter costs by 65%.
AIR doesn’t make hiring decisions. It’s a filtering tool, not a replacement. You stay in control:
✅ 74% decrease in cost per hire
✅ 7x faster time-to-screening
✅ 28% more interviews completed with no added recruiter headcount
✅ Candidates love it — 60%+ completion rates and 24/7 availability
AIR is your productivity multiplier, helping you spend less time scheduling and screening and more time hiring. With AIR, recruiters don’t get replaced — they get supercharged.
"},{"id":33452419908887,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/33452419908887.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/33452419908887-1-3-Why-AIR-Why-Ethics","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":3,"vote_sum":0,"vote_count":0,"section_id":31351958244631,"created_at":"2025-07-14T13:58:03Z","updated_at":"2026-01-27T19:22:11Z","name":"1.3 Why AIR & Why Ethics","title":"1.3 Why AIR & Why Ethics","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T17:58:22Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"Radical Efficiency
AIR cuts up to 95% of time and cost associated with hiring by automating interview scheduling, conducting structured interviews, and delivering scored evaluations instantly. Organizations like The Motley Fool, Adecco, and TheKey have seen time-to-hire reduced by 50% and recruiter productivity increase up to 10x, saving thousands of hours annually.
Fair Access at Global Scale
AIR ensures every candidate is evaluated on job-relevant skills—not personal identifiers. By design, AIR supports multilingual interviews, accent comprehension, and standardized scoring to reduce human bias and broaden access to diverse, global talent pools.
Consistent Quality with Human Oversight
Every AIR interview generates a detailed scorecard and recorded video. Hiring teams can review top candidates without sifting through hundreds of resumes. Feedback loops from client usage improve accuracy over time while ensuring humans remain the final decision-makers.
Fairness by Design
No personal identifiers are used in scoring—AIR focuses strictly on responses to job-relevant questions. This eliminates unconscious bias around age, race, gender, or name, aligning with Braintrust’s Code of Conduct and AI ethics commitments.
Transparency & Accountability
Scoring criteria are defined up front and shared with clients. Recruiters and hiring managers have full visibility into candidate responses and can audit AI decisions. This ensures consistent hiring standards and traceability.
Privacy & Security
All client and candidate data is encrypted at rest and in transit (AES-256, TLS 1.2+), stored securely in AWS, and processed only with explicit consent. Freelance Labs follows robust data handling and retention practices outlined in its Data Management Policy and MNDA.
Inclusivity & Accessibility
AIR accommodates diverse candidate needs: supports interviews in multiple languages, adapts to various communication styles (spoken), and is regularly audited for bias. Candidates can interview 24/7 from any location, improving equity for caregivers, shift workers, and remote talent.
AIR (AI Recruiter) is an on-demand video interview platform that allows you to showcase your experience in your own words—on your schedule. Instead of waiting to speak with a recruiter, you can complete your interview immediately after applying.
\nMost AIR interviews take 15–20 minutes to complete. It’s best to find a quiet, well-lit space where you won’t be interrupted.
\nNope! You’ll receive a link via email or text. Just click to start—no downloads, no accounts.
\nTypically, you get one chance per question, similar to a live interview. This ensures fairness and authenticity. If you lose connection or need to pause, most interviews allow you to resume from where you left off.
\nAIR is designed to understand a wide range of English accents. Support for additional languages is in development and can be piloted on request.
\nThe AI analyzes your words, not your appearance, tone, or background. It uses job-specific criteria to generate a structured scorecard and shares it with the hiring team. Recruiters and hiring managers still make the final decisions.
\nImportant: All decisions are made by human reviewers. Recruiters and hiring managers use the scorecard as one input among many—they still make the final call.
\nA recruiter will review your interview and follow up in regards to next steps.
\n\n
✅ It’s easy and flexible
Over 80% of candidates opt in to complete an AIR interview because it’s simple to use—you can take it anytime, from your phone or laptop/desktop, with no downloads or logins.
🕒 Faster decisions
Candidates often move from application to offer much faster—as little as 48 hours—compared to traditional hiring processes.
🔒 Bias-free & private
AIR scores only your responses—not your race, gender, age, or appearance—reducing bias and improving fairness.
🎥 Stand out early
Your responses are seen by the hiring team—not just your resume—helping great talent shine earlier in the process.
\n
Creating a custom interview using Braintrust AIR is simple and fast. Here’s how to get started:
\nSelect the “Create a Job” Button
\nYou can find this button on the Jobs page or from your Dashboard.
\nEnter the Job Title
\nType or paste in the title of the role you're hiring for.
\nAdd the Job Description
\nPaste your job description into the provided field.
\nSelect “Continue”
\nAIR will automatically generate a tailored interview using custom questions and scoring criteria that match your job.
\nCustomize Your Interview
\nWhile AIR provides a strong starting point, we recommend reviewing and updating the following:
\nMaximum Duration:
\nSet how long the full interview should take. We recommend 15–20 minutes.
\nQuestions:
\nYou can update the existing questions or add your own. While you can add more than five, we suggest keeping it to 5 questions for a smooth candidate experience.
\nYou can also control how many follow-up questions AIR will ask.
\nUse no follow-ups for yes/no questions
\nUse follow-ups for open-ended questions to gather deeper insights
\nScoring Criteria:
\nYou can score candidates on up to 5 criteria.
\nEdit or delete existing criteria as needed
\nTo align criteria with new or edited questions, click “Update Grading Criteria” to let AIR suggest new ones
\nSelect “Publish Job”
\nOnce you’re happy with the setup, hit Publish Job.
\nShare the Interview Link
\nA pop-up will appear with your unique interview link. You can copy and share it via email, in your job listing, or however you prefer.
\nThe strength of your interview depends on the clarity of your questions and the intent behind them.
\nBefore finalizing your questions, ask yourself: What exactly do I want to learn from this response?
Here are two examples showing how phrasing impacts what you can score:
What will the scoring tell me:
\nYou’ll get a general summary
\nScoring will focus on whether they gave an example—not how strong it was
\nYou’ll receive a clearer picture of their ability to handle pressure and meet deadlines
\nScoring will reflect execution and outcomes
\nDon’t be afraid to experiment with your question wording to better match the qualities you're hiring for. If you need help refining questions or criteria, reach out to your dedicated support specialist — we’re here to help!
\n"},{"id":31510055392023,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/31510055392023.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/31510055392023-2-2-How-to-Edit-a-Job","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":6,"vote_sum":0,"vote_count":0,"section_id":31351958244631,"created_at":"2025-04-18T14:59:09Z","updated_at":"2026-01-27T19:22:11Z","name":"2.2 How to Edit a Job","title":"2.2 How to Edit a Job","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:01:58Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"
\n
You can edit a job before or after sharing it with candidates. This allows you to refine the job description, questions, scoring criteria, and more—whenever you need to make adjustments.
\nFrom the left-hand navigation, click Jobs
\nFind the job you want to update
\nClick the three vertical dots (also known as the kebab menu) next to the job title
\nSelect Edit Job
\nOnce in the edit flow, you’ll have two main paths:
\nEdit Job Title or Description
\nUpdating the job description will prompt AIR to refresh the questions and scoring criteria to match the new content
\nChoose this if you're making a significant change to the role itself
\nClick “Continue” to make specific updates only:
\nInterview Questions
\nAdd new questions or edit the language of existing ones
\nYou can also adjust the number of follow-up questions (e.g., no follow-ups for yes/no questions, more for open-ended ones)
\nGrading Criteria
\nIf you change or add questions, AIR will recommend updating the grading criteria to better align
\nClick “Update Grading Criteria” to have AIR generate new suggestions automatically
\nOr, manually update the criteria by editing or replacing them yourself
\nMaximum Interview Duration
\nYou can adjust how long the full interview will take—15–20 minutes is typically recommended
\n💡 Need help writing strong questions or aligning them with scoring?
Check out our How to Create an Interview article for tips and examples.
You can update the status of a job at any time—whether you’re pausing applications, closing a role, or duplicating a job for a new search. Here's the steps to do so:
\nFrom the left-hand navigation, click Jobs
\nSelect the job(s) you want to update — either individually or using bulk select
\nClick the three vertical dots (also known as the kebab menu) on the right-hand side
\nChoose one of the following options:
\nDuplicate Job
\nCreates an exact copy of the selected job—ideal if you want to relaunch the same role with a fresh slate.
\nPause Job
\nTemporarily stops new applicants from applying. Use this if you're not ready to hire right now, have a surplus of applicants and don't want anymore as you review these first, or may reopen the role later.
\nClose Job
\nPermanently marks the job as closed, meaning you are no longer hiring for this role.
\nIf you’ve paused or closed a job, you can always reactivate it later.
Simply go to the Paused or Closed Jobs tab, click the kebab menu, and select Reopen Job.
\n
Need help deciding which action to take? Reach out to your support team—we’re happy to help!
"},{"id":33564329947031,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/33564329947031.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/33564329947031-2-4-Job-Ownership-FAQ","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":8,"vote_sum":0,"vote_count":0,"section_id":31351958244631,"created_at":"2025-07-18T17:10:36Z","updated_at":"2026-01-27T19:22:11Z","name":"2.4 Job Ownership FAQ","title":"2.4 Job Ownership FAQ","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:05:01Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"The job owner is the designated team member responsible for a specific job. They are the only one who:
Every job has one owner. You can view and update the owner in the Job Detail page.
Job owners receive alerts when new AI interviews are completed for their jobs. You can control notification frequency from Settings → Notifications:
If set to daily or weekly, interview updates will be grouped into one email.
The Dashboard is now scoped to job ownership:
👉 To avoid this, make sure job ownership is correctly assigned across your team.
The Jobs page now defaults to different views based on your role:
You can toggle between views using the filter at the top of the page.
Only two types of users can reassign job ownership:
Ownership can only be transferred to another recruiter or admin within the same company.
💡 If a job owner is deactivated, the system will automatically reassign the job to an active admin on the account.
When ownership is changed:
This feature allows Admins to control how many times a candidate can retake an AI interview for a given job.
You can choose from the following limits:
Unlimited retries
⏱️ Only completed interviews count toward the retake limit. Incomplete attempts under 2 minutes do not count.
📸 Admin view of retake setting:
Admins can go to Settings > Admin > AI Interview Settings and choose the company default.
You can also choose to Allow job-level overrides — enabling individual recruiters to customize this per job.
If the “Allow job-level override” box is checked, recruiters will see the retake limit option during job setup and can tailor it per role.
📸 Job-level retake override in action:
They will see a message explaining they’ve reached the limit and will no longer be able to take the interview again with the same email address.
If a candidate completes multiple interviews for the same job, AIR will flag them in two places:
An alert icon (⚠️) will appear next to their name.
Hovering over the icon will show: “Multiple interview attempts”
The same icon and label will appear in the left-side panel under candidate info.
🔒 Note: This flag is not visible on externally shared scorecards.
If you have any questions or need help configuring your retake settings, please reach out to your Braintrust AIR support contact.
"},{"id":36000690413975,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/36000690413975.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/36000690413975-2-6-AIR-Interview-Retake-Request-FAQ","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":10,"vote_sum":0,"vote_count":0,"section_id":31351958244631,"created_at":"2025-10-30T21:13:16Z","updated_at":"2026-01-27T19:22:11Z","name":"2.6 AIR Interview Retake Request FAQ","title":"2.6 AIR Interview Retake Request FAQ","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:29:36Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"The Retake Request feature allows hiring teams to fairly review and approve exceptions for candidates who have already reached their interview retake limit.
Sometimes, candidates encounter unexpected technical issues—like a poor internet connection, webcam failure, or browser crash—that prevent them from completing their AI interview. The Retake Request feature provides a simple, transparent way for the hiring team to review these cases and decide whether to grant another interview attempt.
This ensures that all candidates have a fair experience while keeping hiring teams in control of the process.
The Retake Request feature is designed to handle exception cases when a candidate has reached the maximum number of interviews allowed for a job.
Recruiters can configure a global retake limit, which determines how many attempts candidates can take—either:
Once a candidate hits this limit, instead of being blocked from proceeding, they’ll see an option to request another interview.
They must provide a short explanation for why they’re requesting an exception (for example, “I lost my internet connection midway through the interview”).
📸 Screenshot: Retake Limit Reached Modal
📸 Screenshot: Request Submitted Confirmation
📸 Screenshot: Request Under Review Message
📸 Screenshot: Request Not Approved Message
📸 Screenshot: Retake Approval Email
Job owners and company admin can find all requests in the Retake Requests section of the AIR Dashboard.
Each request includes:
This context helps the hiring team make an informed decision on whether to approve or decline the request.
📸 Screenshot: Retake Requests on Dashboard
⚠️ Important:
Once a decision is made (approve or decline), it cannot be changed or overwritten.
If you or your candidates experience issues with the Retake Request process, please contact our support team:
📩 airsupport@usebraintrust.com.
AI Assistance Detection is a premium feature that provides recruiters with additional signals indicating when an interview response may show patterns consistent with the use of AI tools during an interview.
The feature is designed to support informed review and decision-making. It does not make hiring decisions or take automated action on candidates.
No. AI Assistance Detection is a premium feature.
To request access, please contact your Customer Success Manager, who can confirm availability and help enable the feature for your account.
AI Assistance Detection is configurable at the job level.
Once enabled for your account:
When enabled for a job, AIR analyzes completed interviews using an AI proctoring model.
The model reviews:
Rather than relying on any single response, the model looks for patterns across the full interview that may be consistent with AI-assisted or scripted responses. These patterns can include combinations of linguistic consistency, response structure, and timing behavior that differ from typical spontaneous, experience-based answers.
Based on this analysis, AIR generates a likelihood score indicating whether AI assistance may have been used during the interview.
To reduce the risk of incorrect flags, AIR is intentionally conservative and surfaces results only when confidence is high.
An interview is flagged only when the model identifies a high likelihood of AI assistance.
When this threshold is met:
The same information is also visible on the interview video page.
When reviewing a flagged interview, recruiters can view:
This information is intended to support review and interpretation, not to make automated judgments.
No.
AI Assistance Detection does not determine intent, confirm behavior, or label a candidate as having violated any policy. It provides a probabilistic signal, not a definitive judgment.
We recommend that recruiters:
No.
AIR does not:
All review and decision-making remains fully under recruiter control.
The detection model is intentionally conservative and designed to prioritize precision over coverage.
AIR only surfaces signals when confidence is high, helping reduce the risk of mislabeling candidates and supporting responsible use in hiring workflows.
No.
AI Assistance Detection is a decision-support feature, not a substitute for human review. It is intended to provide additional context so recruiters can make fair, informed decisions.
Intro and outro messages are the first and last things your candidates hear from the AI interviewer. They help set the tone, provide clear expectations, and reinforce your company’s voice and professionalism.
By default, the system uses a standard greeting and closing — but admins and recruiters can customize these messages to better reflect your brand and candidate experience.
There are two places where you can customize intro and outro messages:
Yes! You can personalize messages using dynamic variables to insert candidate or job-specific details.
This allows you to create warm, personalized messages like:
Hi {{ candidate_first_name }}, I’m Air, and I’ll be conducting your interview for the {{ job_title }} at {{ company_name }}...
Please do not change the spelling, name, or capitalization of the AI interviewer’s name, “Air.”
Changing the agent’s name or spelling may cause unexpected behavior or system confusion during the interview process. To ensure a smooth candidate experience, always refer to the agent as Air.
If no custom message is provided at either the admin or job level:
| User Role | \nCan Customize? | \nWhere? | \n
| Admin | \n✅ | \nGlobal defaults for all jobs (under Settings) | \n
| Recruiter | \n✅ (if allowed by admin) | \nPer job (during job setup) | \n
🔒 Admins must check “Allow job-level override” to enable recruiters to customize per job.
Yes. All intro and outro messages — whether default or custom — will be automatically translated into the supported language selected for the interview.
Yes. If you’ve customized a message and want to go back to the system default, just click the “Reset” button next to the message editor.
"},{"id":34027640204823,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/34027640204823.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/34027640204823-3-2-Multi-Language-AIR-Interviews-How-They-Work","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":13,"vote_sum":0,"vote_count":0,"section_id":31351958244631,"created_at":"2025-08-07T21:35:51Z","updated_at":"2026-01-27T19:22:11Z","name":"3.2 Multi-Language AIR Interviews: How They Work","title":"3.2 Multi-Language AIR Interviews: How They Work","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:08:53Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"AIR now supports candidate interviews in nine languages, making it easier than ever to deliver a localized and consistent experience around the world. This FAQ explains how the multi-language experience works for both clients and candidates.
AIR currently supports the following languages (and we’ll continue to add more):
AIR automatically detects the candidate’s browser language. If it’s one of our supported languages, the welcome page and interview setup screens will be shown in that language by default.
For multi-language interviews:
No. AIR enforces language consistency for fairness and scoring accuracy:
During the job setup flow, recruiters must select one or more languages they want to support for that job. Candidates will only be able to choose from the options selected.
⚠️ By default, interviews are conducted in English unless other languages are manually enabled.
If your job description is written in one of the supported languages, AIR will automatically:
This makes it easier for global recruiting teams to create jobs in local languages with minimal manual edits.
| Experience Element | \nTranslated? | \nNotes | \n
| Candidate Welcome Page | \n✅ | \nAuto-detected or selected | \n
| Interview Setup Instructions | \n✅ | \nRendered in selected language | \n
| Interview Questions | \n✅ | \nMatches job description language | \n
| AI Interviewer Prompts | \n✅ | \nMatches selected language | \n
| Scorecard | \n⚠️ English only | \nFor consistent internal review | \n
| Transcript | \n✅ | \nMatches candidate’s spoken language | \n
If you need help setting up a multi-language job or want to discuss best practices for international candidates, please reach out to your CSM or contact us at airsupport@usebraintrust.com.
We’re here to help!
"},{"id":33455182520215,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/33455182520215.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/33455182520215-3-3-How-to-Add-an-Accessibility-Disclaimer-to-Candidate-Interview-Invites","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":14,"vote_sum":0,"vote_count":0,"section_id":31351958244631,"created_at":"2025-07-14T15:23:12Z","updated_at":"2026-01-27T19:22:11Z","name":"3.3 How to Add an Accessibility Disclaimer to Candidate Interview Invites","title":"3.3 How to Add an Accessibility Disclaimer to Candidate Interview Invites","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:10:03Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"Ensuring your hiring process is inclusive and accessible isn't just a best practice—it may also be a legal requirement depending on your region. When sending interview invitations (via email or automated platforms), it’s important to include an accessibility disclaimer that informs candidates of their right to request accommodations.
This guide outlines why this matters, what to include, and how to tailor it based on your location.
Adding an accessibility disclaimer:
Accessibility laws vary across countries. While the U.S. follows the Americans with Disabilities Act (ADA), the European Union aligns with the European Accessibility Act, and many countries have their own national regulations (e.g., Germany’s Social Code Book IX, France’s Labour Code, the UK’s Equality Act 2010, etc.).
These laws often require employers to:
Here are some sample disclaimers you can tailor based on your location and legal environment:
“If you require any accommodations to participate in the interview process, please let us know by replying to this email.”
“If you need any accommodations to complete the interview process, please contact us at [email address] so we can support your participation.”
“Wenn Sie eine Behinderung haben und Unterstützung im Bewerbungsverfahren benötigen, wenden Sie sich bitte an [Kontaktperson] unter [E-Mail-Adresse].”
“Si vous avez besoin d’un aménagement pour participer au processus de recrutement, merci de nous en informer à l’adresse suivante : [adresse email].”
Including a localized accessibility disclaimer is a small but essential step in making your hiring process inclusive, legally compliant, and candidate-friendly. Be proactive, consistent, and thoughtful—and update your messaging as regulations evolve.
Need help drafting a disclaimer for your region? Refer to your internal legal/compliance team for region-specific guidance.
"},{"id":33455377115287,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/33455377115287.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/33455377115287-4-1-Recommended-Invite-Emails","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":15,"vote_sum":0,"vote_count":0,"section_id":31351958244631,"created_at":"2025-07-14T15:28:58Z","updated_at":"2026-01-27T19:22:11Z","name":"4.1 Recommended Invite Emails","title":"4.1 Recommended Invite Emails","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:11:04Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"
Based on extensive testing, we recommend using this 3-step email sequence to invite candidates to complete the AIR interview. You are welcome to customize the messaging to fit your system settings and sequencing capabilities.
Subject: Action Needed: Complete Your [Client Name] Interview 🎥
Hi [Candidate First Name],
Thanks for applying to the [ROLE TITLE] position at [Client Name]!
We’re moving quickly—and the next step is to complete a short virtual video interview. It only takes about 15 minutes and can be done from any device, anytime—no scheduling needed.
We’d love to hear from you soon, as we're reviewing candidates on a rolling basis and want to make sure your application is fully considered. If you prefer to opt out of the AI interview or require additional accommodations, please reply to this email. You may also stop the AI interview at any time—for example, if it moves too fast or you feel uncomfortable—and request a human-led interview, without this counting against you.
Let us know if you have any issues—we’re here to help.
– The [Client Name] Talent Team
Subject: Quick Reminder: Complete Your [Client Name] Interview
Hi [Candidate First Name],
Just a reminder to complete your virtual video interview for the [ROLE TITLE] position with [Client Name]. We’re reviewing applications now, and completing your interview promptly ensures you’re in the running for next steps.
It takes just 15 minutes and can be done on your schedule—no logins or downloads required.
👉 [Start My Interview]
Please try to complete it in the next 24 hours so we can keep things moving on your behalf.
Thanks again for your interest!
– The [Client Name] Talent Team
Subject: Don’t Miss Out: Interview for [Client Name] 🎥
Hi [Candidate First Name],
We’re moving fast on the [ROLE TITLE] position, and we’d love to consider you—but we still need your virtual interview to move forward.
This is your final reminder to complete the 15-minute video interview. It’s quick, flexible, and can be done from any device—no scheduling or downloads required.
👉 [Start My Interview]
We’re actively reviewing candidates now, so the sooner you complete it, the better your chances of being considered.
Thanks again for your interest in [Client Name]!
– The Talent Team
\n
You may want to share candidate information with:
\nInternal team members who don’t have access to the Braintrust AIR platform
\nClients or hiring managers who will make the final decision
\nFrom the left-hand navigation, click Jobs
\nSelect the job containing the applicants you’d like to share
\nYou have two options for sharing:
\nUse the checkboxes to select the applicants you'd like to share
\nClick Share Selected
\nThis will generate a summary including:
\nCandidate name
\nOverall score
\nScorecard link
\nInterview link
\nClick Copy to Clipboard and paste the summary into an email, Slack message, or any other communication tool.
\nClick Export CSV from the top right corner of the page
\nThis will download a file containing:
\nCandidate name
\nJob title
\nInterview video link & duration
\nInterview completion date
\nOverall and criteria-specific scores
\nAction status
\nYou can then share this CSV file with internal stakeholders as needed.
\n"},{"id":33452908929559,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/33452908929559.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/33452908929559-4-3-Interview-Scoring-Best-Practices","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":17,"vote_sum":0,"vote_count":0,"section_id":31351958244631,"created_at":"2025-07-14T14:12:26Z","updated_at":"2026-01-27T19:22:11Z","name":"4.3 Interview & Scoring Best Practices","title":"4.3 Interview & Scoring Best Practices","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:13:22Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"
Interview Design
❌ Example of a poor question:
“Tell me about your ICU experience, your certifications, and your willingness to work night shifts.”
(Too much at once—difficult to score, and unclear what’s being answered.)
✅ Example of a strong question:
“Tell me about your ICU experience. What types of patients and hospital environments have you worked in?”
(Singular focus with room for follow-up if needed.)
Scoring Criteria Design
❌ Vague criterion example:
“Has relevant experience.”
✅ Strong criterion example:
"},{"id":31508895016215,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/31508895016215.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/31508895016215-4-4-How-to-Review-Applicants","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":18,"vote_sum":1,"vote_count":1,"section_id":31351958244631,"created_at":"2025-04-18T14:09:54Z","updated_at":"2026-07-29T09:11:33Z","name":"4.4 How to Review Applicants","title":"4.4 How to Review Applicants","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:14:21Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"“Give a 5 if the candidate holds an active ICU certification and describes experience in critical care; give a 1 if no cert or no ICU experience is mentioned.”
In the left-hand navigation, click Jobs.
\nFind and select the job you want to review.
\nNext to each candidate’s name, click on their score to open the full scorecard. This includes:
\nThe overall score
\nScores by evaluation criteria
\nA link to their video submission (if available)
\nYou can move candidates through your hiring process in two ways:
\nOption 1: Individual Actions
\nClick Action next to a candidate’s name
\nChoose to Advance, Hire, or Reject
\nOption 2: Bulk Actions
\nUse the checkboxes to select multiple candidates
\nClick Advance Applicants at the top of the page
\n\n"},{"id":33453168374167,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/33453168374167.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/33453168374167-4-5-Candidate-Management-Review","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":19,"vote_sum":0,"vote_count":0,"section_id":31351958244631,"created_at":"2025-07-14T14:20:36Z","updated_at":"2026-01-27T19:22:11Z","name":"4.5 Candidate Management & Review","title":"4.5 Candidate Management & Review","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:15:16Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"Note: No emails or notifications will be sent to applicants at this stage. This tool is designed to help you and your team track progress and stay aligned as you move candidates through your hiring workflow.
\n
Automated Screening Process
AIR screens applicants through structured, asynchronous video interviews. Each candidate receives the same set of core questions and is evaluated against consistent, recruiter-defined criteria—removing early bias often introduced during resume screening or live interactions.
AIR evaluates responses using speech-to-text transcription only, deliberately excluding visual or voice-based attributes (e.g., appearance, accent, tone) to promote fairness and reduce unconscious bias. Recruiters set the scoring criteria up front, ensuring assessments are based solely on job-relevant content.
Note: Follow-up questions may vary slightly between candidates. AIR tailors these based on initial responses to clarify or dig deeper, enabling a more personalized but still standardized evaluation.
Human Oversight & Final Review
While AIR provides consistent, scalable evaluations, final hiring decisions are always made by people. Recruiters and hiring managers interpret scorecards, watch video highlights when needed, and blend AI insights with human context—factoring in culture fit, team alignment, and organizational priorities. This hybrid model ensures rigor without removing the human element from hiring.
System Name: Braintrust AIR – Automated Interview & Evaluation Platform
Use Case: Candidate screening and evaluation for employment purposes (Annex III, §4 – High-Risk AI)
Client: [Insert Client Name]
Prepared By: [Client IT Admin or Compliance Lead]
Date Created: [Insert Date]
Last Updated: [Insert Date]
Version: 1.0
2. Risk Management System (Art. 9)
3. Data Governance & Fairness (Art. 10)
4. Technical Documentation (Art. 11)
5. Record-Keeping (Art. 12)
6. Transparency Measures (Art. 13)
7. Human Oversight Protocol (Art. 14)
8. Accuracy, Robustness, and Cybersecurity (Art. 15)
9. Conformity Assessment Declaration (Art. 43)
10. Registration in EU AI Database (Art. 51)
Appendix B – Audit Logs
[Link or attach bias audit, scoring review samples, SIEM extracts]
Appendix C – Training Material
[Attach recruiter training slides, usage SOP, and AI governance summary]
"},{"id":33458170275735,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/33458170275735.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/33458170275735-5-2-Data-Management-Policy","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":21,"vote_sum":0,"vote_count":0,"section_id":31351958244631,"created_at":"2025-07-14T16:58:51Z","updated_at":"2026-01-27T19:22:11Z","name":"5.2 Data Management Policy","title":"5.2 Data Management Policy","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:18:09Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"Purpose
To ensure that information is classified, protected, retained and securely disposed of in accordance with its importance to the organization.
Scope
All Freelance Labs Inc. DBA Braintrust data, information and information systems.
General requirements
Freelance Labs Inc. DBA Braintrust classifies data and information systems in accordance with legal requirements, sensitivity, and business criticality in order to ensure that information is given the appropriate level of protection. Data owners are responsible for identifying any additional requirements for specific data or exceptions to standard handling requirements.
Information systems and applications shall be classified according to the highest classification of data that they store or process.
Check out the attached policy for more information.
"},{"id":33458314285719,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/33458314285719.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/33458314285719-5-3-Incident-Response-Plan","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":22,"vote_sum":1,"vote_count":1,"section_id":31351958244631,"created_at":"2025-07-14T17:02:19Z","updated_at":"2026-01-27T19:22:11Z","name":"5.3 Incident Response Plan","title":"5.3 Incident Response Plan","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:18:53Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"Purpose
This document establishes the plan for managing information security incidents and events, and offers guidance for employees or incident responders who believe they have discovered, or are responding to, a security incident.
Scope
This policy covers all information security or data privacy events or incidents.
"},{"id":33564711278487,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/33564711278487.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/33564711278487-6-1-Team-Management-FAQ","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":23,"vote_sum":1,"vote_count":1,"section_id":31351958244631,"created_at":"2025-07-18T17:22:26Z","updated_at":"2026-01-27T19:22:11Z","name":"6.1 Team Management FAQ","title":"6.1 Team Management FAQ","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:23:54Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"
Manage your team and roles directly in AIR without needing to contact support.
The Team tab under Settings allows you to:
This gives you full control over your organization’s access without waiting on Braintrust staff.
Everyone can access the Team tab, but actions depend on your role:
| Action | \nAdmins | \nRecruiters | \n
| View team list | \n✅ | \n✅ | \n
| Invite new users | \n✅ | \n✅ (only as recruiters) | \n
| Change user roles | \n✅ | \n❌ | \n
| Remove users | \n✅ | \n❌ | \n
Admins can click the dropdown next to a user’s role and select a new one.
A confirmation box will appear before changes go live.
📸 See below:
📸 Admin view:
📸 Recruiter view:
They will receive an email to join your company’s AIR account. Once accepted, they’ll show up in your Team list.
Yes! You can promote as many users as you’d like to the Admin role.
Let us know if you’d like help onboarding your team or managing permissions. We’re here to support!
"},{"id":33793046451735,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/33793046451735.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/33793046451735-6-2-Client-User-Marketplace-Permissions-FAQ","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":24,"vote_sum":0,"vote_count":0,"section_id":31351958244631,"created_at":"2025-07-29T14:50:33Z","updated_at":"2026-01-27T19:22:11Z","name":"6.2 Client User Marketplace Permissions FAQ","title":"6.2 Client User Marketplace Permissions FAQ","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:24:32Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"This FAQ explains how user permissions work across jobs, talent, team management, and invoicing on the Braintrust marketplace. These features give your team more control over who can access and manage hiring workflows, ensuring privacy and compliance for enterprise organizations.
There are two access levels on the platform:
Those are typically your company admins, who can
📸 Team Members permission management view:
📸 Example: Limited-access user only sees their own job:
📸 Manage job subscribers:
Yes. Permissions are now fully enforced at the backend level:
| Capability | \nUnlimited Access | \nLimited Access (Owner) | \nLimited Access (Subscriber) | \n
| View all jobs | \n✅ | \n🚫 | \n🚫 | \n
| View jobs they own/subscribe to | \n✅ | \n✅ | \n✅ | \n
| View all talent | \n✅ | \n🚫 | \n🚫 | \n
| View talent associated with their jobs | \n✅ | \n✅ | \n✅ | \n
| View all invoices | \n✅ | \n🚫 | \n🚫 | \n
| View job-level invoices (if they have the view invoice permission) | \n✅ | \n✅ | \n✅ | \n
| Access Team Members page | \n✅ | \n🚫 | \n🚫 | \n
| Change payment method | \n✅ | \n🚫 | \n🚫 | \n
| Change job owner | \n✅ | \n✅ | \n🚫 | \n
| Add subscribers | \n✅ | \n✅ | \n🚫 | \n
| Remove subscribers (other than themselves) | \n🚫 | \n✅ | \n🚫 | \n
| Make/send offer for all jobs | \n✅ | \n🚫 | \n🚫 | \n
| Make/send offer for their jobs | \n✅ | \n✅ | \n✅ | \n
AI recruiting can dramatically improve efficiency and fairness—but only when implemented with intentional safeguards. Ethical frameworks are essential to ensure that hiring remains:
Without these principles, AI systems can unintentionally scale bias or make opaque decisions with real human impact. Ethics in AI isn’t a side consideration—it’s a foundational requirement for trustworthy automation in hiring.
Learn more about how we ensure ethics in our AI here:
"},{"id":33453547495319,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/33453547495319.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/33453547495319-7-2-Bias-Mitigation-Accessibility-DEI-Support","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":26,"vote_sum":0,"vote_count":0,"section_id":31351958244631,"created_at":"2025-07-14T14:33:04Z","updated_at":"2026-01-27T19:22:11Z","name":"7.2 Bias Mitigation, Accessibility & DEI Support","title":"7.2 Bias Mitigation, Accessibility & DEI Support","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:25:57Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"Skills-Based, Identity-Free Evaluation
AIR is designed to remove personal identifiers (PII) from the scoring process. It evaluates candidates using speech-to-text transcription only, ensuring that the AI never sees or hears a candidate's face, voice, name, or background. This reduces the risk of bias related to age, gender, ethnicity, or perceived socioeconomic status.
Universal Screening = Fairer Funnel
With AIR, every applicant is given the opportunity to complete an interview—no pre-filtering, no resume gatekeeping. Unlike traditional hiring methods that often rely on manual resume reviews (which can introduce unconscious bias or arbitrary disqualifications), AIR ensures all candidates are evaluated through the same structured, skills-based process. This approach levels the playing field and expands access to qualified talent who might otherwise be overlooked due to non-traditional backgrounds, gaps in experience, or lack of pedigree keywords.
Transparent Scoring Criteria
All evaluation criteria are defined by the recruiters and documented clearly within each scorecard. Recruiters can see exactly how each response is scored and why, enabling full transparency and accountability in the selection process.
Inclusive by Design
AIR was built to support diversity, equity, and inclusion from the ground up. The platform accommodates a wide range of communication styles and backgrounds:
Accent Tolerance: Natural language processing is trained across diverse speech patterns to minimize bias against non-native English speakers or regional accents.
Multilingual Support: AIR can be configured to conduct and evaluate interviews in multiple languages, broadening access for global or multilingual talent pools. The recruiter simply needs to select the language they want to offer the interview in during the interview creation stage.
Audit-Ready Fairness Controls: AI outputs are regularly audited for demographic performance discrepancies, and processes can be reviewed to ensure ongoing fairness.
Expanded Access to Interviews
By removing scheduling barriers and offering on-demand interviews, AIR increases participation from underrepresented groups—including caregivers, shift workers, and those in remote or underserved regions—who may otherwise be excluded from traditional interview workflows.
Note: Employers retain full discretion to offer alternative interview formats or accommodations upon request to ensure inclusivity and compliance with accessibility or candidate support needs.
Issue: Candidates submit false or exaggerated claims—such as fake certifications, inflated responsibilities, or rehearsed responses—that may score well in the AI interview despite not reflecting true qualifications.
Impact: Since AIR evaluates only what is said (via speech-to-text), candidates may be ranked highly based on convincing but inaccurate answers, leading to misprioritized reviews and potential downstream hiring risks.
Examples:
Clarification:
🔍 AIR does not verify candidate claims or credentials. It scores responses based solely on content against recruiter-defined criteria. There is no cross-check against resumes, documents, or external systems.
Mitigation Strategy: Recruiter-Led Verification Is Still Required
AIR is designed to help narrow the funnel by ranking candidates based on job-relevant communication and content—but it should not replace human due diligence. Recruiters and hiring managers should:
AIR is a front-end filter—not a full background check.
✅ Best Practice: Treat AIR as an efficiency tool to prioritize review—not as a source of truth for verification.
AIR has been extensively tested to ensure that variations in language, phrasing, and communication styles do not negatively impact scoring outcomes. The system evaluates responses using speech-to-text only, deliberately excluding any visual or audio data (e.g., voice tone, facial expressions) to reduce bias and focus purely on the content of what candidates say.
To uphold fairness over time, AIR undergoes a comprehensive bias audit every six months. These audits include:
If discrepancies are identified, AIR’s scoring model is retrained or criteria are refined to eliminate potential bias. This recurring audit process ensures AIR remains compliant with ethical hiring principles and supports equitable evaluation across all candidate backgrounds.
"},{"id":33454572026263,"url":"https://usebraintrust.zendesk.com/api/v2/help_center/en-us/articles/33454572026263.json","html_url":"https://support.usebraintrust.com/hc/en-us/articles/33454572026263-7-4-AI-Failure-Modes-Mitigation-Strategies","author_id":14172914607639,"comments_disabled":false,"draft":false,"promoted":false,"position":28,"vote_sum":0,"vote_count":0,"section_id":31351958244631,"created_at":"2025-07-14T15:03:27Z","updated_at":"2026-01-27T19:22:11Z","name":"7.4 AI Failure Modes & Mitigation Strategies","title":"7.4 AI Failure Modes & Mitigation Strategies","source_locale":"en-us","locale":"en-us","outdated":false,"outdated_locales":[],"edited_at":"2025-12-09T18:27:35Z","user_segment_id":null,"permission_group_id":14173963315351,"content_tag_ids":[],"label_names":[],"body":"
| Failure Mode | \nDescription | \nMitigation Strategy | \n
|---|---|---|
| 1. Data Bias | \nAI learns patterns from skewed historical data (e.g., over-representation of certain education paths or demographics). | \n- Conduct periodic retraining with fresh, diverse data. - Include underrepresented profiles in training datasets. - Run External Bias Audit every 6 months | \n
| 2. False Positives/Negatives | \nCandidates are incorrectly scored too high or too low. | \n- Set retake limits per job - Require human review of borderline candidates. - Calibrate criteria to ensure accuracy | \n
| 3. Gaming the System | \nCandidates use prep tools or copy scripts from online forums to \"beat\" the interview. | \n- Encourage human reviewers to flag suspect responses. | \n
| 4. Privacy Risks | \nCandidate data is mishandled, shared improperly, or retained beyond legal limits. | \n- Enforce secure infrastructure (AES-256, TLS 1.2+). - Follow data minimization and retention policies (see Data Management Policy). - Obtain explicit, revocable candidate consent. | \n