iview

Start your remote hiring by building a role pipeline, not by juggling email threads. In iview, create a job, define what “good” looks like (skills, experience signals, and must‑ask questions), then generate an assessment in moments. Use the dashboard to track where each applicant sits and apply consistent scorecards so every reviewer evaluates the same criteria.

For early filtering, invite candidates to a one‑way video step. Applicants log into the candidate portal, review instructions, and record answers when it suits them. Turn on practice mode so they can test audio/video before submitting. You can quickly scan responses, compare scores side‑by‑side, and move the strongest profiles forward without scheduling back‑and‑forth.

When you need deeper validation, switch to live interviews and structured tests. Schedule sessions in a few clicks, send personalized messages, and sync times to connected calendars. Record interviews for later review, and use webcam plus browser monitoring during online tasks to reduce cheating or outside help. This is especially useful when you’re checking transferable skills—set preferences and targeted prompts to see how someone adapts beyond their primary tech stack.

Finally, run hiring as a team with controlled access. Share interviews and results with hiring managers, limit what each role can view or edit, and capture feedback in one place. Publish openings on a branded career page, keep candidates informed through the portal, and use reporting to spot bottlenecks (slow stages, low pass rates) and refine your workflow over time.