Jobeto — Better technology for your interviews

Three colleagues look at a laptop together

Real-time consistency check
No topic drifts
No hints for correct answers
Skip questions with reason & note

RECRUITMENT AGENCIES

Invited Interviews

Your candidates

Invite candidates individually or in bulk. Jobeto asks the follow-ups and delivers clear results for your team to review.

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RECRUITMENT AGENCIES, COMPANIES

Screening Links

Your next applicant

Add a screening link to your job description. Applicants pass your eligibility checks and take the first interview on their own schedule.

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COMPANIES

Exit InterviewsComing soon

A chance to learn

Understand the experience behind each departure. Responsive exit interviews ask follow-up questions that bring more detail to employee feedback.

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INTUITIVE USER-FRIENDLY APP INTERFACE

The interview starts with a welcome screen containing all important information, an app introduction and an optional eligibility check form.

HIGH-TECH COMPLEXITY HIDDEN BEHIND THE SCENES

The goal of the sophisticated answer analysis (up to 4 AI model calls per answer) is the most helpful follow-ups and clarification questions.

AI interviews that give every candidate the opportunity to be understood.

Jobeto follows each answer with questions about what is still missing—giving candidates room to explain their experience.

Clear up uncertainty while the candidate is still there

When answers appear inconsistent, Jobeto politely asks for clarification during the interview. Your team reads the explanation alongside the answers.

Skip questions, with a reason and a note

A candidate may skip a question, say why, and add anything they want the employer to read.

Follow-ups never drift away

100% focused follow-up questions controlled by preset criteria but still fully adaptive natural communication with candidates.

What was the outcome of your last customer support?

We improved the onboarding process.

What did you personally change?

Explain Question

Skip Question

Record your answer

I introduced a handover checklist and trained the three team leads who used it.

Help

Submit Answer

HIRING

Question 1Can you work in shifts, including weekends?A wrong answer stops the candidateTurn it on only when the job is impossible without this. Candidates do not see which questions stop them.Answer typeYes / NoChoices cannot stop a candidate.Passing answerYes

Question 2When can you start?A wrong answer stops the candidateTurn it on only when the job is impossible without this. Candidates do not see which questions stop them.Answer typeDateExpected answer (optional)The answer is never refused. You see a mark when it differs.Can start within4weeks

Add questionUse an example

Quick and easy form setup

Each question can be set as mandatory (must fulfill) or optional. Select from 6 types of answers.

Candidates must pass the check to start the interview.

Those who didn’t pass because of a mistake can return and correct it.

Question 1Are you allowed to work in EU?A wrong answer stops the candidateTurn it on only when the job is impossible without this. Candidates do not see which questions stop them.Answer typeYes / NoChoices cannot stop a candidate.Passing answerYes

Question 2How many years have you worked in a similar job?A wrong answer stops the candidateTurn it on only when the job is impossible without this. Candidates do not see which questions stop them.Answer typeNumberExpected answer (optional)The answer is never refused. You see a mark when it differs.At least3

Add questionUse an example

TopicsDecision46 of 46

Met most · 18

CandidateTopicsDecision

ElenaMarshAdvance

DanielOseiAdvance

PriyaNairAdvance

TomasReiterHold

SofiaLindqvistUndecided

MarekDvorakHold

JonasWeberUndecided

AmaraColeUndecided

NoahBennettReject

LuciaFerrerUndecided

Interview summaryThe answers describe five years leading a support team of twelve at a home appliance retailer, including the move to a second shift and a new way to handle escalated complaints. The record is specific about how complaints are counted and about coaching through weekly call reviews. A clarification separated the satisfaction survey from the count of formal complaints. The answers give less detail on how process changes stayed in place after the first month, and that topic reached the follow-up limit.

Criteria met12 of 16

Criteria partly met1

Guide coverage86%

Topics

TopicCriteriaMet

1Leading a support team3 of 4

2Handling escalations4 of 4

3Measuring service quality3 of 4

4Improving support processes2 of 41 partly

5Working with other teams2 of 2

6Knowledge base and tools1 of 2

the opening answera follow-up answeran earlier answer put back to themskipped, with a reasonthey asked for the question in other words

Met without being asked8

Said in the opening answer, before anything asked for it.1. Leading a support team › Coaching through call reviews“I listen to two calls with each agent every week, and we agree on one thing to try next.”2. Handling escalations › When to involve a manager“If a refund is above the agent's limit, I take the call myself within the hour.”

3Measuring service quality

Potential inconsistency — clarification

You said customer satisfaction stayed flat during the peak season, but also that complaints fell by a third in the same months. Could you clarify which number moved and how you tracked it?Both are true, because they measure different things. The satisfaction survey stayed at 4.2 out of 5, but only about one customer in ten answers it, and most of those customers are happy anyway. The number that fell by a third was formal complaints to the head of service, which I counted by hand each month. I started tracking that number when we added the second shift in October. Long waits on weekends had been the main reason people wrote to the head of service, and the second shift cut those waits from twenty minutes to about six. I showed both numbers to the operations director every month, with a short note that explained why they were different, so nobody read one without the other.

2. Source of the numbersMetAsked forStates where the numbers come from and who collected them.

4. Link to own actionMetNot asked forConnects the change in the numbers to something the candidate did, including if it had no effect.

The answer separates the satisfaction survey from the count of formal complaints, and explains why one stayed flat while the other fell by a third. A clarification showed that the two numbers came from different sources. The fall in complaints is linked to the second shift, with weekend waits down from twenty minutes to about six.

4Improving support processes

Opening question

Tell me about a support process you changed. What was wrong with it, and what did you do?Refunds used to pass through three people before a customer got an answer, so I reduced that to one agent with a clear limit. Agents could then close most refund requests during the first call.

1. The process changeMetAsked forNames one process the candidate changed and says what was different afterward.

Set the direction

Paste your job description. Jobeto builds an interview guide in minutes. Review the topics, questions, and evaluation criteria before saving it.

Let candidates take it from there

Share a screening link or send personal invitations. Candidates answer on their own schedule, on a phone or computer.

Decide who moves forward

Review the results, explore the answers, and choose whom to advance.

One link. A first round built into your job description.

Add a screening link to your website or job descriptions on job boards. Eligibility questions check must-have conditions before applicants enter the interview.

Already have candidates? Invite them directly.

Add a person, import a list, or connect a supported ATS. Send personal interview links and follow each candidate’s progress.

Works with selected ATS platforms. You can also use Jobeto on its own.

You approve the interview guide.

Review, edit and test the guide before a candidate starts.

You control the evaluation.

Inspect any result and change it when needed. Each change records who made it and why.

Candidates have room to explain.

They can type, speak, request a rephrased question, skip with reason, or leave a final message after the interview.

Answers are evaluated purely on their content.

The evaluation does not see the candidate’s name. Voice tone, facial expressions, and emotions are not evaluated.

Ranked by criteria met.

Candidates are ranked by how thoroughly they met the topic criteria, but full interview transcripts are provided for your final review.

OFFBOARDINGComing soon

Two types of Jobeto responsive offboarding

Coming soon

Voluntary exit

The employee chose to leave. The interview asks what led to this.

Employer-initiated exits

Select from 4 exit sub-types.

Choose the topics that matter.

Jobeto uses follow-ups to give the employee adequate room to address the topics.

Allow employees anonymity

Employees can choose to remain anonymous. This may allow them to be completely open about their employment experience.

Bettertechnology foryour interviews

Three ways to go beyond the first answer.Jobeto has a solution for both hiring and offboarding.

Invited Interviews

Screening Links

Exit InterviewsComing soon

The first answer is only the beginning.Each follow-up asks for what is still missing.

INTUITIVE USER-FRIENDLY APP INTERFACE

HIGH-TECH COMPLEXITY HIDDEN BEHIND THE SCENES

AI interviews that give every candidate the opportunity to be understood.

Clear up uncertainty while the candidate is still there

Skip questions, with a reason and a note

Follow-ups never drift away

A step before the interview. Add an optional eligibility check into the welcome screen in minutes.

Quick and easy form setup

Candidates must pass the check to start the interview.

See the result. Read the reason. Shortlist with clarity. Compare candidates by the criteria they met. Open any evaluation to see the candidate’s own words behind it.

How it works. From job description to first-round results.

Set the direction

Let candidates take it from there

Decide who moves forward

One link. A first round built into your job description.

Already have candidates? Invite them directly.

Your criteria. Their words. Your decision.Control in your hands. A fair experience for candidates.

You approve the interview guide.

You control the evaluation.

Candidates have room to explain.

Answers are evaluated purely on their content.

Ranked by criteria met.

Every departure has something to teach.Go beyond the first response with exit interviews that explore the reasons behind employee feedback.

Two types of Jobeto responsive offboarding

Voluntary exit

Employer-initiated exits

Choose the topics that matter.

Allow employees anonymity