MirageScouting for hiring teams
Three interview stages. Every decision still yours.
Pre-screening, technical and collaboration interviews in German or English, run fully by AI (and soon also led by your recruiter as an AI Assisted Interview). Every skill gets a level proven by the candidate's own answers. Your team decides.
- Three interview stages
- German & English
- Full AI · AI Assisted (coming soon)
- Recommend-only
Tell me about a high-stakes cross-team priority conflict you resolved through influence alone.
- How did you secure agreement without authority?
- What was at stake?
How the interviews run
Three stages. Two ways to run them.
Switch on the stages a role needs. Every candidate in the role gets the same structure, the same rubric and the same report. No borrowed statistics, only the mechanics.
The stages
- Pre-screening25 min
Motivation, current situation, ways of working, salary expectations and availability. You pick the topics and mark each one as must-ask or time-permitting.
- Technical60 min
The role's skills in depth, at the level you require, with case work such as an architecture case or a 30/60/90-day plan.
- Collaboration60 min
How the candidate works with the stakeholders you name: soft skills, behaviours and business understanding.
Two ways to run a stage
Full AI
MirageScouting runs the stage end to end: invitation, consent, interview and report. Candidates choose the moment; your team reads the evidence.
AI Assisted
Your recruiter leads the conversation. MirageScouting prepares the question plan, suggests the next question and the deep dives during the call, and writes the report afterwards.
What holds in every stage
How it works
Set it up once. Every interview runs the same way.
If you can write a job ad, you can set up MirageScouting. The rest is the engine's job.
- Step 1: Configure the role and its interviewsPick the skills that matter, a minimum level for each and whether it is required. Then choose the stages, the topics, the case work and the stakeholders. Every stage runs as a Full AI interview; AI Assisted is coming soon.
- Step 2: MirageScouting interviewsWhen you move an applicant to an interview stage, MirageScouting invites them. The interview knows the job, your company and the candidate's CV, and follows up wherever an answer stays vague.
- Step 3: Review the evidence and decideYou get a report per candidate: each skill's proven level against the level you asked for, a recommendation and the transcript. Your team decides who moves on.
Inside the engine
What happens between your setup and the report.
An engine which pools
More than 850 professional, level-based interview questions to determine the candidate's true capabilities.
Questions at the right level
For each skill, MirageScouting aims at the higher of the level the candidate claims and the level you require, matched to the seniority of the role.
Context before the first question
The interviewer reads the job description, your company profile and the candidate's CV and profile, so it asks about their actual work.
Follow-ups and deep dives
Every question carries a follow-up for answers that stay on the surface, and each stage has a plan for where to probe deeper.
Levels computed, not guessed
More than 2,600 observable level indicators. A model only finds the candidate's exact words; the level is calculated from them in code. If the evidence does not settle it, the engine reports a range.
A record of every decision
Every question the engine picks is recorded, so each interview can be traced and audited afterwards.
Built on structured interviewing
The same questions, the same rubric and anchored levels for every candidate: personnel research ranks structured interviews among the strongest predictors of job performance. MirageScouting adds evidence rules on top. A level needs the candidate's own words, contrary evidence caps it, and a person approves a level before it reaches a profile.
The full workflow
From job post to decision, in one place.
Seven stages, one system. Click through what your team does and what MirageScouting does at each step.
Post the job with the skills that matter
A guided wizard turns your job into a structured profile: the details candidates need, and the skill bar they are measured against.
Your team
- Enter title, location, work mode, salary range, seniority and languages
- Pick the role framework and at least three skills, each with a minimum level and a required flag
- Add hiring managers to the team
- Publish, and decide whether the job appears on the public job board
MirageScouting
- Loads the role's skill framework, with level descriptions from 0 to 10
- Checks the posting is complete before it goes live
- Lists the job on the MirageScouting job board if you choose to
Design the interview once, run it for everyone
Decide which rounds MirageScouting runs and what each one covers. Every candidate in the role gets the same structure.
Your team
- Switch on the rounds you need: pre-screening, technical & hiring manager, collaboration
- Choose the interview language and the interviewer persona
- Select pre-screening topics and case types, such as a 30/60/90-day plan or a technical architecture case
- Decide which soft skills, behaviours and business understanding to observe
MirageScouting
- Builds the question plan for each round from your skills and levels
- Keeps rounds within their time box: 25 minutes for pre-screening, 60 for technical and collaboration rounds
- Runs each round as an AI interview; guiding your recruiter through it as an AI Assisted Interview is coming soon
Structured conversations, on the candidate's time
Candidates are invited when you move them to an interview stage. They read and accept the consent notice, then talk to the AI interviewer by voice.
Your team
- Move an applicant to an interview stage
- Nothing else until the report arrives
MirageScouting
- Notifies the candidate and opens the interview from their application
- Shows the consent notice before anything starts
- Asks the planned questions and follows up where answers stay general
- Notes the questions the candidate asks about the role
A report your hiring manager will actually read
Every interview ends in the same structured report, so you compare candidates on evidence instead of impressions.
Your team
- Read the evidence, compare candidates and overrule a score where you disagree
- Download the transcript if you want the whole conversation
MirageScouting
- Evaluates the true skills from Beginner to Master, based on the candidate's own answers
- Checks the candidate's claims: confirmed, unverified or contradicted
- Summarises strengths, risks and evidence coverage
- Adds a recommendation (advance or hold), clearly marked as a recommendation
Oversight that is part of the workflow
Human oversight is not a separate tool here. It is how the workflow behaves: a person decides, and the evidence stays on record.
Your team
- Make every decision: advance, hold or reject
- Overrule the AI wherever your judgement differs
MirageScouting
- Collects versioned candidate consent before every AI interview
- Never moves an application because of an interview result
- Labels reports as AI-assisted, not as decisions
- Records interview decisions in a decision journal
See the pipeline and the numbers behind it
One board for every applicant, and analytics that show where hiring slows down.
Your team
- Drag candidates through your stages, from applied to offer
- Follow time to hire, offer acceptance and source effectiveness
MirageScouting
- Sorts each stage by match score against your requirements
- Tracks twelve hiring metrics, including time to fill, time to hire, cost per hire and screening precision
- Keeps the interview results attached to every application
Meet the team, decide together
The last step is always a Team Interview, where candidates can meet the team and you can fully evaluate the candidates with your peers and hiring team.
Your team
- Invite the candidate to meet the team
- Evaluate the candidate together with your peers and the hiring team
- Make the final decision
MirageScouting
- Coming soon: guides the conversation as an AI Assisted Interview if you want it: a plan beforehand, guidance during, a report afterwards
- Keeps every earlier report and transcript at hand, so the whole team decides on the same evidence
Why MirageScouting
What your team gets back.
Time back for recruiters
First-round interviews run without anyone from your team in the room. Recruiters spend their time on the candidates worth a conversation.
No scheduling ping-pong
Candidates pick the moment. No calendar back-and-forth, no no-shows to chase.
Evidence over impressions
Hiring managers see proven levels and the transcript, not gut feeling. Disagreement becomes a discussion about evidence.
Comparable by design
Same structure, same rubric, same scale for every candidate in the role.
Compliance built in
Consent, human decisions and traceable scores are part of the workflow, not a policy you have to enforce.
No IT project
Create a job, configure the interviews and invite candidates from the browser. Nothing to install.
Time-savings calculator
Estimate the hours you get back.
Move the sliders to match your hiring. Until you do, the figures are an example.
Example with default values. Move a slider to use your own numbers.
Recruiter hours today · per month
45 h
Hours returned · per month
35 h
Value of that time per year
€23,100
An estimate from your inputs: recruiter time saved minus the time to read each report (the default 10 minutes is our assumption, not a measurement). It is freed time, not cash saved, and does not include MirageScouting's price or any effect on hiring quality.
Platform
Everything a hiring team needs, in one workspace.
Run your whole pipeline in MirageScouting, keep your applicant tracking system, or build on the engine directly.
Three ways to run MirageScouting
MirageScouting as your ATS
Job posts, the interview stages, a pipeline board from sourced to hired, your hiring team and analytics, in one place.
Beside your ATS
Keep your applicant tracking system. It sends MirageScouting the job and the candidate; MirageScouting runs the interview and sends the report back.
Headless API
Build the interview into your own product: a REST API for jobs, candidates and interviews, and signed webhooks when a report is ready.
Inside the workspace
Structured AI interviews
Three rounds you can switch on per job, in German or English.
Role skill frameworks
Our product management framework covers 40 skills in 6 categories, each with level descriptions.
Evidence-backed reports
Proven levels per skill, claim checks, strengths, risks and the full transcript.
Pipeline board
Drag-and-drop stages from sourced to offer, sorted by match.
Hiring analytics
Twelve metrics, from time to hire to source effectiveness.
Talent scouting
Search candidates by skill and minimum verified level.
Public job board
Publish roles where candidates with skill profiles look for work.
Hiring team access
Invite hiring managers and work on candidates together.
The report
What your recruiters receive after every interview.
The true level, not just a number
Each required skill gets the level the interview proved and its band, from Beginner to Master, next to the level you asked for and a fit badge: meets, marginal or below. Claimed and proven levels side by side show whether a CV was inflated or modest.
Claim checks
Statements from the CV and the interview, marked as confirmed, unverified or contradicted.
Strengths and risks
A short, specific summary of where the candidate is strong and where to probe further.
The candidate's questions
What the candidate asked about the role: a signal of motivation and preparation.
Full transcript
The whole conversation, downloadable, for anyone who wants to read it themselves.
A recommendation, not a verdict
Advance or hold, with AI confidence and evidence coverage. Your team decides.
Why a conversation shows more than a recording.
Format
- MirageScouting interview
- Spoken two-way conversation
- Typical one-way video
- Recorded answers to fixed prompts
- Typical chatbot
- Typed questions and answers
Follow-up questions
- MirageScouting interview
- Yes, when an answer stays general
- Typical one-way video
- No
- Typical chatbot
- Only along scripted paths
What you get
- MirageScouting interview
- A proven level per skill, from the candidate's words
- Typical one-way video
- Videos to watch
- Typical chatbot
- Answers to read
Review
- MirageScouting interview
- Your team, on structured evidence
- Typical one-way video
- Your team, video by video
- Typical chatbot
- Your team, answer by answer
| MirageScouting interview | Typical one-way video | Typical chatbot | |
|---|---|---|---|
| Format | Spoken two-way conversation | Recorded answers to fixed prompts | Typed questions and answers |
| Follow-up questions | Yes, when an answer stays general | No | Only along scripted paths |
| What you get | A proven level per skill, from the candidate's words | Videos to watch | Answers to read |
| Review | Your team, on structured evidence | Your team, video by video | Your team, answer by answer |
ATS integration
Early accessAlready have an ATS? Keep it.
MirageScouting can run the interview step for candidates who live in your existing applicant tracking system. Your process stays where it is; MirageScouting adds the interview.
- Step 1
Connect
Your account owner creates an API key in MirageScouting and adds it to your ATS automation.
- Step 2
Trigger
When a candidate reaches the stage you choose, your ATS asks MirageScouting for an interview.
- Step 3
Interview
MirageScouting returns a personal, revocable link that your ATS sends to the candidate. They accept the consent notice and interview without creating a MirageScouting account.
- Step 4
Results back
MirageScouting sends a signed notification when the interview is done and the report is ready. Your ATS fetches the report, and your team decides there.
AI Assisted Interviews
Coming soonFor the interviews your team runs itself.
Some rounds should stay human. AI Assisted Interviews bring MirageScouting's structure into your own video interviews: a plan beforehand, guidance during, an evidence-backed report afterwards.
- Step 1
Plan
Start from a MirageScouting job, a job description or a template. Review the skill profile and get an interview plan that shows which skills each question covers.
- Step 2
Consent
The candidate receives a consent link before anything is captured. No consent, no capture.
- Step 3
Guide
During the interview, a side panel suggests the next question and shows which skills already have evidence. It never shows a score mid-interview.
- Step 4
Report
Afterwards you get skill bands with verbatim citations, and anything contradictory is flagged for human review.
Talent network
Reach candidates whose skills are already measured.
Candidates on MirageScouting build a skill profile before they apply. That changes how you search.
Search by verified level
Find candidates by skill and minimum level, on the same 0–10 scale your interviews use.
Screen on what matters
Filter by location, experience, salary expectation and active job search.
Publish where they look
Put roles on the MirageScouting job board, where candidates with skill profiles look. The salary range is optional.
Applicants arrive pre-matched
Every applicant gets a match grade from A to F. Skills weigh most, together with seniority, salary, availability, location and language.
Your roles inside AI assistants
Publish your company and open roles to assistants such as Claude and Claude Code through our MCP server. Opt in per company, hide single roles.
Search one skill or a whole skill set
On the scouting page, your recruiters search for a single skill or combine several, each with its own minimum level, and save the search to run it again.
For teams building AI
Hiring for AI work needs evidence, not keywords.
Whether you build AI products or need experts who evaluate and improve them, the same structured interview shows who can actually do the work.
Our deepest framework today is product management. Frameworks for further roles are set up together with our team.
AI product talent
Filter product managers by their verified level in AI Technologies, one of the categories in our product framework.
Expert vetting at volume
Qualify domain experts, evaluators and reviewers with one consistent interview and evidence-backed scores instead of a pile of CVs.
Evidence for every choice
Transcripts and cited scores show why someone was selected, and your team's decisions are recorded.
FAQ
What hiring teams ask before the first call.
Does MirageScouting replace our recruiters?
No. MirageScouting takes over the first-round interview and the note-taking. Recruiters and hiring managers keep every decision, and they get better evidence to make it.
Which roles can MirageScouting interview for?
Our most complete framework covers product management: 40 skills in 6 categories, each with level descriptions. Frameworks for further roles are set up with our team before the first interview runs.
Which languages are supported?
German and English. You set the interview language per job.
How long are the interviews?
Pre-screening takes 25 minutes. Technical and collaboration rounds take 60 minutes each.
How is this different from one-way video interviews?
MirageScouting holds a spoken conversation and asks follow-up questions when an answer stays general. Instead of videos to watch, you get a proven level per skill, a recommendation and the full transcript.
Is MirageScouting built for GDPR and the EU AI Act?
It is designed for both: consent before every AI interview, no automated decisions, and evidence behind every score. What is already in place and what is still in preparation is listed on our compliance page.
Does MirageScouting integrate with our ATS?
ATS integration is in early access: your ATS requests interviews through our API and receives signed notifications when reports are ready. There are no pre-built vendor connectors yet.
What is the first step?
Book a discovery call. We look at your roles and hiring volume, then set up your workspace together.
See MirageScouting on one of your open roles.
Thirty minutes, your job description, and our honest view on whether MirageScouting fits.