Getting started
Create your first position
Set up a role in Hirevalu: job description, evaluation criteria, interview length, agent language and voice, then invite your first candidates.
A position is one role you are hiring for. It holds the job description, the criteria candidates are scored against, and the configuration of the AI agent that runs the interview. Every candidate you invite is attached to a position, and their report is scored against that position’s criteria.
Before you start
You need a job description. You can paste it as text or upload it — Hirevalu uses it to generate the interview questions and to score the Technical Experience metric, so a thin JD produces a thin interview.
1. Role details
Give the position a title and add the job description. The title appears at the top of every candidate report, so use the name you actually recruit under rather than an internal requisition code.
2. Evaluation criteria
Criteria are the specific things you want confirmed about a candidate. Each one is scored independently and appears on the report as Met, Partially met, Not met, or Not covered.
Each criterion is assigned an importance:
| Importance | Use it for |
|---|---|
| High | Non-negotiables. A candidate failing these should not advance. |
| Medium | Strong preferences that trade off against other strengths. |
| Low | Nice-to-haves worth recording but not deciding on. |
Write criteria that a transcript could actually confirm. “Has led a migration from a monolith to services” is checkable. “Is a self-starter” is not — the agent has no reliable evidence to score it against, and it will usually come back as Not covered.
Five to eight criteria works well. Past roughly a dozen, a 20-minute interview cannot cover them all and you will see Not covered rows pile up.
3. Interview length
Choose 10, 20, or 30 minutes. This is the single biggest lever on report quality, and it consumes your quota differently:
| Length | Quota used per interview | Best for |
|---|---|---|
| 10 min | 5 | High-volume first-pass screening |
| 20 min | 10 | Standard screening — the usual default |
| 30 min | 15 | Senior or highly technical roles |
A 10-minute interview cannot meaningfully cover eight criteria. Match the length to the number of criteria you set in the previous step.
4. Language and agent voice
Pick the interview language. Hirevalu currently supports:
- English (UK)
- Arabic — Egypt
- Arabic — Saudi Arabia
- French
- German
- Spanish
The two Arabic options are distinct dialects, not a formatting difference. Pick the one matching where your candidates are; using the wrong one is noticeable to native speakers and affects how comfortable candidates are.
Each language offers several agent voices with different styles — warm, authoritative, energetic. Preview them before choosing. For senior or executive-facing roles a measured voice tends to land better; for high-volume early-career hiring a warmer one reduces candidate drop-off.
5. Custom questions (optional)
Hirevalu generates a question bank from the job description automatically. Add custom questions when there is something specific you always ask and cannot risk being skipped.
- Up to 8 custom questions per position
- Each between 10 and 500 characters
These are asked in addition to generated questions, so adding eight to a 10-minute interview leaves almost no room for anything else. If a custom question maps to something you want scored, add it as an evaluation criterion too — questions gather evidence, criteria are what appear on the report.
6. Invite candidates
Once the position is live you can invite candidates individually or upload CVs in bulk for screening.
Each candidate moves through these statuses:
| Status | Meaning |
|---|---|
| Resume Scanned | CV processed, not yet invited |
| Invited | Invitation sent, not yet opened |
| Email Opened | Opened the invitation, has not started |
| In Progress | Currently in the interview |
| Completed | Finished — full report available |
| Expired | Invitation window closed before starting |
Reports only become meaningful at Completed. A candidate who stopped partway is flagged on their report as incomplete, and their scores should not be compared against candidates who finished.