The AI interviewer built in Tunisia
Interview every candidate. Assess every answer.
Scoutly interviews every candidate for you, asks the follow-up questions, checks the CV against the answers and scores every answer with evidence. For recruitment agencies, call centres and hiring teams, in French, English and four more languages, including Tunisian Derja.
Your first hiring campaign is free. No card, no contract.
What sets Scoutly apart
Follow-up questions on every answer
it digs into what each candidate actually says, like a recruiter would
A phone call for call-centre roles
candidates answer from their phone, with nothing on screen to copy
Checks the CV against the answers
confirmed, differs from the CV, or not discussed, with the quote
A personality questionnaire
the IPIP Big Five, scored by its key, never by AI
What you get for every candidate
Read the evidence, not just the score.
Every answer in the report is tied to the criterion it was scored against and to the candidate's own words.
Sample report · Customer advisor (French)
Demo data1The answer
A customer calls for the third time about the same problem, and is angry. What do you do?
« Je comprends votre frustration, c'est la troisième fois. Je reprends votre dossier tout de suite et je vous rappelle avant 17h avec une solution. »
“I understand your frustration, it's the third time. I'm taking over your file right now and I'll call you back before 5pm with a solution.”
2The criterion
Handling an upset customer
Acknowledges the frustration, owns the problem and sets a clear next step.
3The evidence
7/10Acknowledges the repeat call (“c'est la troisième fois”) and commits to a clear callback time (“avant 17h”). Does not ask what was already tried before promising a fix.
- Clear next step for the customer
- Ask what was already tried
4Your decision
People decide.
Compare candidates on the same criteria, replay the answers that matter, and choose who you invite to the next round or present to your client.
The problem
The first interview is the most repeated conversation in hiring.
And one of the least consistent. Scoutly runs it for you: the same structured interview for every candidate, with evidence your team can compare side by side.
Scheduling before substance
Finding a slot for every first call can take longer than the call itself, and the same questions fill the week.
No two interviews alike
The 9am candidate and the 5pm candidate rarely get the same questions, so their notes rarely line up.
Technical depth comes late
Coding and system design usually wait for a later round, after everyone has already invested hours.
Evaluation starts from scratch
After every call, someone still has to write it up, score it and compare it with the rest.
The first-round call, compared.
Scheduling
Phone screen: A calendar slot for every candidate
Scoutly: One link, taken at any time
Consistency
Phone screen: Varies by interviewer and time of day
Scoutly: The same structured interview for everyone
Follow-up questions
Phone screen: Depend on the interviewer's notes
Scoutly: Adapt to each answer, at the depth you set
Technical depth
Phone screen: Usually left for a later round
Scoutly: Coding and whiteboard in the first round
Evidence
Phone screen: Notes written from memory
Scoutly: Transcript, a score per answer, highlights
Integrity
Phone screen: Hard to verify remotely
Scoutly: Screen, camera and voice checks, with every event on a timeline
The decision
Phone screen: Your team
Scoutly: Still your team
Same first question. Different follow-ups.
An interviewer that listens, not just asks. Scoutly follows each answer where it leads and asks the question a good interviewer would, so you learn what a candidate actually knows.
Asked to every candidate
“Describe a challenging problem you solved with Node.js and PostgreSQL.”
Sofia answered
A race condition was double-booking delivery vehicles. I fixed it with SELECT FOR UPDATE.
Scoutly asks Sofia
Did that locking cause bottlenecks or deadlocks as traffic grew?
You set the follow-up depth, the tone and the language for every interview.
New · CV-aware interviews
An interviewer that has read the CV.
Bring in your candidates' CVs, a whole folder at once, or let candidates add their own. Scoutly asks about the experience each CV claims, then shows you where the answers back it up, and where they don't.
1Scoutly reads the CV
Yasmine B.
Customer care team lead
Concentrix Tunis · 2022 – today
- Led a team of 8 agents on shipment-delay calls
- Cut average handling time by 30% in 2023
- Top customer satisfaction score of the site, 2021
3 claims to check
2The interview asks about it
QamarFrom the CV
Your CV mentions you led a team of 8 at Concentrix. How did you support them on shipment-delay calls?
Yasmine
Yes, I led eight agents there. We built a callback script together, and cut handling time by about 10% last year.
3The report checks it
CV check
Not part of the score- ConfirmedLed a team of 8 agents
“Yes, I led eight agents there.”
- Differs from the CVCut handling time by 30%
“…cut handling time by about 10% last year.”
Worth a question in the next round.
- Not discussedTop satisfaction score, 2021
A folder of CVs, one upload
Import CVs in bulk or one at a time. Scoutly reads each one and attaches it to the right candidate.
Candidates can add theirs
On a public link, candidates attach their CV before they start. Make it optional, or required for the role.
Questions about real experience
Light or deep: follow-ups anchored in the roles, results and claims on each CV.
Fair by design
Candidates agree first. The CV check is never scored, and nobody is asked about age, family or gaps.
Works with Claude too: add candidates with their CVs from a conversation. Scoutly for Claude
New · Phone call interviews
For call-centre roles, the interview is a phone call.
Turn it on for a job, and candidates who open their link on a phone take the interview as a voice call: the interviewer talks, they answer. You hear them the way your customers will.
Request early accessInterview call
Qamar
2:41
Listening… tap Done when you finish
On the phone they already have
No laptop, no install. Applicants open the link from SMS, WhatsApp or email and take the call where they are.
The job, tested as the job
A voice-only conversation with real follow-ups, in the language of the campaign: French, English, German, Spanish, Dutch or Derja. Exactly the skill a contact centre hires for.
Nothing on screen to copy
The questions are spoken, never written, so there is nothing to paste into another app. Leaving the call is noted in the report.
Your choice, per job
On for voice roles, off for coding or design interviews, which stay on a computer. The report shows the interview was taken by phone.
New · Personality questionnaire
How they work, not only what they say.
Add a short personality questionnaire to any job. Right after the interview, candidates answer 50 statements in about 8 minutes, and the report shows how they describe themselves next to the evidence from the interview.
Request early accessScores support a decision your team makes; they never decide on their own.
Personality
Big Five · self-reported · 50 statements- ConscientiousnessHigher
- AgreeablenessHigher
- Emotional stabilityMiddle
- ExtraversionLower
- Openness to ideasMiddle
Ask in the next round
Tell me about a time you had to call or meet many people you didn't know. How did you prepare?
What the candidate receives
“You describe yourself as organised, prepared and attentive to detail.”
A published research test
The IPIP Big Five (50 items), a public research questionnaire, in French or English. Not a quiz we invented.
Scored by its key, never by AI
Each answer counts the way the test defines. Nothing is read from voice, face or video. Rushed or contradictory answers are flagged.
Turned into your next questions
For each trait, the report says what it may mean at work and what to ask in the next interview.
Candidates get something back
Everyone who finishes sees a short summary of how they described themselves. It describes preferences, never ability.
New · Role-play
Put them in the situation they're hired for.
Add a role-play to any job. Partway through the interview, the interviewer becomes someone the candidate will meet at work, like an unhappy customer or a manager pushing for a shortcut, and the candidate has to deal with them. The AI generator can write the scene from your job description, and you can edit every line.
Request early accessScores support a decision your team makes; they never decide on their own.
Role-play
Karim, an unhappy customer · 5 replies- Calming the customer4/5Between adequate and strong
“I understand, you've been waiting two weeks. I'm opening your file now.”
- Holding the refund policy2/5Between weak and adequate
“OK, I'll refund you today, don't worry about it.”
360° view
- Customer handlingInterview 8/10 · Role-play 4/5
Sources agree
- Following company policyInterview 8/10 · Role-play 2/5
Sources differ: ask about it
The same scene for everyone
Every candidate gets the same situation, the same surprises at the same moment and the same number of replies. Then the interviewer steps out of the role and carries on.
Scored against your own words
For each competency, you describe what weak, adequate and strong look like. The candidate is scored from 1 to 5 against those descriptions.
No quote, no score
A score stands only with the candidate's exact words from the role-play. Each one is scored three times separately and the middle score kept; when they disagree, the report says so.
One view across the assessment
The 360° view puts each competency from the interview and the role-play side by side, without averaging them. Where they disagree, it tells you what to ask next.
From job description to shortlist in three steps.
One platform, shaped to each role.
Choose the question types, formats and integrity controls each assessment needs.
Hear every agent before you invite them in.
- Voice interviews in French, English, German, Spanish, Dutch or Derja, taken at any hour
- The same questions for every applicant, scored against your criteria
- A transcript and communication-style notes for every answer
21:40, from home
For candidates
An interview candidates can do their best in.
Candidates aren't data points. Scoutly tells them what to expect, lets them answer their way, and lets them pick up where they left off if the connection drops.
Clear expectations
The number of questions, the expected length and the formats are shown before they begin.
Their way
Voice, chat or video, and they can switch between voice and chat at any time.
In their language
The interview runs in French, English, German, Spanish, Dutch or Tunisian Derja.
No call to schedule
They start when they're ready, from any time zone.
Pick up where they left off
If the connection drops, they return to the same link and pick up where they left off.
Guided answers
Each voice question explains how to respond, and nothing is sent until they're done.
A warm-up first
Before a voice interview, two practice questions to settle in. Nothing in the warm-up is recorded, scored or shared.
A thank-you after
When they finish, they get a thank-you email in their language, so no one is left wondering.
Integrity
Know what happened in every interview.
Turn on integrity controls and every event lands on a timeline, with the question being answered and the screenshots around it. The decision stays with your team.
- Before
- Identity photo, camera, microphone, the entire screen and browser full screen are checked.
- During
- Leaving full screen or the page is logged, and pasted text is blocked.
- After
- The shared screen is reviewed for AI tools, answers for a second voice, the camera for covering or virtual cameras.
Setup check
- Entire screen shared
- Camera and microphone
- Browser full screen
- Identity photo taken
Interview in progress
Questions, answered.
Something else on your mind? Ask us when you request access.
Scoutly is an AI interview and assessment platform for hiring teams. You describe a role, Scoutly generates a structured interview, runs it with each candidate by voice, chat or video, asks follow-up questions based on their answers, and gives your team a scored report with a transcript for every candidate.
Early access
Meet every candidate without another calendar invite.
Scoutly is opening to a first group of hiring teams. Your first hiring campaign is free: no card, no contract.
Request access
Tell us who you are and the role you're hiring for.
A short call
We learn how you interview today and agree on the campaign to run.
Your free campaign
We build the interview with you, you invite your candidates and get a report for each one. You decide afterwards whether to continue.